Younger workers are facing high rates of workplace discrimination and harassment, while older workers are missing out on career development opportunities, according to a new report from Diversity Council Australia (DCA) and the Australian Human Rights Commission (AHRC).
The report, Age, Assumptions and Access at Work: Employee Experiences of Age Inclusion in the Workplace, explores how ageism affects workers at different life stages and highlights the urgent need for employers to address age-based exclusion at work. While age discrimination is known to be significant in recruitment, this research focuses on how it plays out once employed.
Findings from the report show 1 in 3 (39%) younger workers (aged 18-29) experienced discrimination or harassment at work in the past 12 months, compared with 27% of mid-aged workers (30-54) and 19% of older workers (55+). Younger workers were also more likely to experience sexual harassment and everyday exclusion, including being ignored, left out of social activities and having assumptions made about their abilities.
At the same time, older workers were most likely to say they could be themselves at work, yet were significantly less likely to have access to development opportunities, mentoring and career support.
Importantly, the report also showed that age is not experienced the same way by all workers. Age-based exclusion is compounded by other factors, like gender and caring responsibilities:
- younger women reported the lowest levels of team inclusion
- older women were the least likely to receive recognition or have access to career development opportunities
- young workers with caring responsibilities were significantly more likely to experience discrimination, harassment and everyday exclusion.
"This report shows age continues to play a quiet but powerful role in shaping workplace experiences. Too often, assumptions about someone being too young, too old, not ready, or past their prime influence access to opportunity, recognition and support," said Catherine Hunter, CEO of DCA.
"What's also clear is that age does not operate in isolation – factors like gender and caring responsibilities can shape how these barriers are felt. Genuine age inclusion requires an intersectional approach that recognises how workplace policies and practices can compound disadvantage.
"As Australia continues to navigate skills shortages, demographic shifts, and longer working lives, the ability to attract, retain and support people of all ages is not just a matter of fairness, it is essential to organisational resilience and performance."
Age Discrimination Commissioner Robert Fitzgerald AM said the findings highlight that bias is experienced at both ends of the age spectrum.
"One of the most striking things we learned is the gap between what people experience and what they report," he said. "Ageism – whether against younger or older workers – is so deeply normalised many simply accept it as the status quo. It is woven into the fabric of workplace culture, and people are rarely empowered to call it out.
"Ageism is not a tug-of-war between generations; an opportunity for one cohort does not come at the expense of another's. Exclusion presents differently for younger workers compared to their older counterparts, but the impact is just as damaging.
"We must draw on these insights and create workplaces where people of all ages are valued, respected and given the chance to do their best work and succeed."
Age, Assumptions and Access at Work: Employee Experiences of Age Inclusion in the Workplace outlines practical actions employers can take to build age-inclusive workplaces, including improving access to career development, supporting flexible work, challenging age stereotypes, strengthening complaint processes, and building leadership capability.
