As our workforce becomes older (and average retirement ages extend) we have been hearing a lot lately about the requirement to embrace changes in how we hire talent and skills.
Many working environments already have a multi-generational workforce from all the termed demographics from Boomers to Generation Z and embrace the benefits this brings. In her recent article, https://www.weareams.com/p/102lrxb/the-age-equation-solving-the-workforce-mega-trend-before-its-too-late/ Charlotte Williams, Social Value Manager for PSR stipulates:
“Age inclusion may be new to many, but it’s the key to building and sustaining a truly multi-generational workforce… Without immediate action, businesses risk falling behind, delaying the inevitable and missing the opportunity to lead.”
It’s vital that companies treat this as an opportunity and are proactive in their hiring strategies, recognising the life experience alongside fresh perspectives that a multi-generational workforce can bring. I wrote in a recent article entitled AI Storytellers: Crafting the Future Workplace – Part 2 – AMS that:
“Another thread in this story is the future workforce demographics and the adoption of age inclusivity as a strategic advantage. With the global 60+ population expected to double by 2050 (WHO), age-inclusive hiring is essential for building resilient teams and future-ready talent strategies. As Lindsay Simpson of 55/Redefined said recently in a fire-side chat with AMS, “Who better to play the role of the storyteller than those with the most life-experience?”.
The premise of that article is the importance of human storytelling capabilities in an AI forward world; in essence how human-centric AI collaborations are the key to getting the most from technical advancements. That raises the question of how open our multi-generational workforces are to adopting these new technologies.
A Harvard Business Review article warns against ageist assumptions that older workers can’t adapt to AI. In fact, many midcareer and older employees perform as well or better than younger peers when using AI tools, and they bring valuable experience and judgment to tech adoption.
I also noted a recent commentary from a LinkedIn contributor (Alex P.) who said:
“Ageism is wild. One minute you’re a “rising star,” the next you’re apparently an ancient relic because you remember when “save” meant a floppy disk. Somewhere between birthdays and paychecks, the job market flipped you from “innovative” to “too experienced”. Here’s the thing no one seems to grasp, people with experience aren’t outdated; we’re upgraded. We’ve learned how to pivot through three recessions, every new app, every “urgent” re-org. We’ve been laid off, rehired, and still show up because apparently resilience isn’t age restricted.
So, if you’re job searching over 40, 50, 60, stop erasing yourself to look younger. Keep the graduation year if you want. Brag about the hard things you’ve done. Own the gray hair; it’s wisdom with Wi-Fi.”
As a proud Gen X (1965-1980) demographic myself, I can attest to the breadth of technology adoption that I have faced in my working life. I took manual typing classes at school and when I first started working in recruitment, we had hard-copy CVs, filing cabinets and fax machines. Both Gen X and Millennial (1981-1996) workers have probably faced the biggest technical shifts (so far!) and have had to lean into integration and life-long learning as a result. Think laptops, tablets, the internet, mobile phones, apps and digital services, including a strong surge of functionality driven by the Global Covid Pandemic.
In a recent report entitled “Reconfiguring work: Change management in the age of gen AI”, McKinsey writes; research shows that the most enthusiastic adopters of gen AI are millennial managers. Some 62 percent of employees aged 35 to 44 report high levels of expertise with AI, compared with 50 percent of 18-to-24-year-old Gen Zers and 22 percent of baby boomers over 65.
The natural assumption is that those born into the age of AI, that being Gen Z (1997 – 2012), will have a fundamental advantage – that is, that AI adoption will be the norm in every walk of life. And recent research from LoopMe, a leading technology company that uses AI to improve brand advertising performance, revealed key insights into tech sector professionals:
“25–34-year-olds are more than twice as likely as any other age group to report working in the tech sector, providing an ideal demographic for brands looking to accelerate tech adoption and accuracy.”
Maybe not surprisingly, there has been recent commentary that this ‘technical’ capability is potentially manifesting into an unrealistic expectation. Those most perceived to be so comfortable around highly technical concepts could, in fact, be feeling as overwhelmed and intimidated by the pace of change as the rest of us. Unless you are at the forefront of AI research and functionality, are there really any true experts in the field?
Perhaps this expectation will fall to Gen Alpha (2013-2025) instead, but the mind boggles as to where technology will be sitting by the time this generation enters the workforce.
I asked Copilot, is there any commentary that your age dictates your appetite to adopt AI? The response was:
Yes, there’s quite a bit of commentary and research suggesting that age does influence the appetite to adopt AI, but the relationship is nuanced and evolving.
Younger users often grew up with digital tools, making AI feel like a natural extension with high adoption and comfort levels. Gen Z and Millennials are the most frequent users of AI tools like ChatGPT, DALL·E, and Otter.ai., and while excited about AI, they also express anxiety about job displacement and ethical concerns. Gen X shows growing interest with moderate adoption, but slower uptake compared to younger cohorts. Older users may feel less confident or lack exposure and are more likely to adopt AI if it’s embedded in tools they already use and solves practical problems (e.g., health monitoring, translation).
As always, the obvious solution is to integrate AI adoption across all generational representatives within your team, supporting and facilitating learning, in lots of accessible formats for all to take advantage of. Sharing experiences and areas of interest will result in a broader, more in-depth and certainly more comfortable transition for everyone involved.
We are still very much at the early stages of AI Adoption in businesses – we should be benefiting from all generational perspectives and abilities to upskill our workers, free time from mundane, repetitive or timing-consuming tasks and allow the AI functionality to enhance what we do.
In an article on LinkedIn last year, Traci Fiatte Thomas says:
“Though generational differences can present challenges, they also provide a rich opportunity for companies to create a workplace where diverse experiences and insights about AI, drive innovation and success. By focusing on a shared goal of enhanced efficiency and ensuring every generation’s voice is heard, employers can build a cohesive environment that not only adapts but enthusiastically embraces AI’s transformative power.”
So, in summary, no matter your age, no matter your job, no matter your technical appetite, AI will be part of your life in some form – embrace the journey!
