Where age is an asset: How HR can build truly inclusive workplaces
At ACE 2025, the CIPD Trust brought together a thought-provoking panel to explore a topic affecting every organisation: how to build inclusive workplaces where age is genuinely valued. Chaired by Leah De Silva, Senior Programme Manager at the CIPD Trust, the session explored some of the barriers facing experienced workers, the biases that persist in recruitment and the approaches employers are taking to tap into the strengths of multi-generational workforces.
Joining Leah on the panel were: Lucy Standing, Co-Founder of Brave Starts; David Fleming, Managing Director at Stanton House; and Christel Galbrun-Noel, VP and Future Ready Programme Lead at Schneider Electric.
Together they offered an honest and practical look at how organisations can do better and why getting this right matters.
We need to introduce much more humanity into the recruitment process. Everyone is ageing, and the demographic shift is underway.
Lucy Standing
The barriers experienced workers face
Leah opened the session by explaining, “This is an issue that will affect us all – age is a protected characteristic each of us will experience, if we are lucky.”
Lucy, whose organisation Brave Starts has gathered insights from more than 6,500 people mostly aged 50+, went on to share some recent survey findings. “Over 70% of respondents told us they have no idea what job to do next. Not because they aren’t capable, but because their options have been narrowed for them.”
Age bias, whether explicit or built into hiring systems, plays a major role. CVs are screened out by automated tools. Recruiters rarely share data on interview rates for older candidates. And the emotional toll of repeated rejections can be severe. “Looking for work becomes soul-destroying,” Lucy shared. “People apply and never hear back. They’re ghosted. The human touch is disappearing just when it’s needed most.”
Her message for HR was clear: people professionals have a responsibility to address these barriers with empathy and evidence. “Everyone ages. This is a group we will all belong to. The question is whether we create workplaces where we can continue to contribute meaningfully.”
Challenging recruitment processes that disadvantage older workers
As a recruiter, David sees age bias from another angle. He explained that even seemingly small design choices in recruitment systems can exclude experienced candidates. “Drop-down menus for employment history often don’t go back far enough,” he said. “And when organisations automate screening without first fixing bias in their processes, AI simply amplifies the problem.”
His biggest concern is the mismatch between what organisations say they want and what they actually hire for. “are often searching for a ‘future leader’. Yet not every role needs someone climbing the ladder; sometimes you need someone who can add value right now.”
With a third of the UK workforce now over 50, this mindset must shift.
David shared practical steps employers can take:
- Review careers portals and forms to ensure they can accommodate full career histories.
- Challenge assumptions about older workers and what they “must” want.
- Fix biased processes before automating them.
- Recognise that experienced hires bring stability, expertise and problem-solving.
“Older workers don’t all want to be chiefs,” David added. “But they absolutely can be valuable and experienced contributors.”
How Schneider Electric is rethinking careers later in life
Christel offered an employer perspective, drawing on Schneider Electric’s innovative Future Ready Programme, designed specifically to support experienced employees as they navigate the next phase of their careers. The programme began with a listening exercise.
We asked people what they wanted not what we assumed they wanted,” Christel explained. “And we discovered a huge diversity in aspiration.”
Rather than a one-size-fits-all scheme, Future Ready offers different pathways tailored for the individual which include:
- Upskilling and development – for those who want new skills, cross-functional projects or lateral moves.
- Knowledge transfer – for those eager to mentor or share expertise.
- Flexibility and transition options – including phased retirement, compressed working weeks or returning as freelancers during peak periods.
This approach, Christel said, has helped Schneider Electric narrow generational gaps and shift culture. “When you look at experience as a superpower, you unlock so much wisdom and capability.”
Her advice to other employers was simple:
“Start with conversations. Ask people what they want at this stage of their life. The answers might surprise you.”
Final takeaways for HR professionals
As the session closed, Leah asked each panellist to share one essential message for people professionals committed to building age-inclusive workplaces.
David: “If you’re introducing AI, review and improve your processes first. Otherwise, you’ll automate your biases.”
Lucy: “Use evidence-based approaches. Flexibility works so put it into practice.”
Christel: “See experience as a superpower. Start the conversations. Ask what people really want.”
Not a niche issue
The panel was a necessary reminder that age inclusion isn’t a niche issue. When organisations challenge bias, create flexible pathways and genuinely value experience, everybody wins. Employees feel seen and supported. Teams benefit from diversity of thought. Organisations gain loyalty, resilience and capability.
And perhaps most importantly, we all help build a world in which work remains meaningful and accessible, regardless of our age.
If you’d like to become a CIPD Trust Changemaker, explore mentoring or volunteering opportunities and discover how you can make a difference – we’d love to hear from you.
New impact report
Our latest Impact Report was unveiled at ACE! 📊✨
The CIPD Trust Impact Report 2024–25 showcases how we’re delivering against our Impact Framework by diversifying the profession, improving access to and progression in work, and harnessing the power of our network.
It’s a powerful reflection of how people professionals are transforming workplaces, communities and lives.
