Andrew Bowins, Founder and Publisher of RestlessUrban, reflects on the perception of age bias in the workforce.

Preface: At RestlessUrban, we are committed to celebrating and curiously exploring the ideas and experiences our community faces. Over the past month, we have heard from our community about the struggles some are experiencing regarding the perception of bias against hiring mature workers in the workforce. Let’s be clear: there is room for everyone, and diversity in age, gender, lifestyle, and experience is essential to any business’s success. With that in mind, I wanted to build on Shane McLaughlin’s posts (We Survived Dial-Up, We’ll Survive This! and Never Search Alone) and explore the topic further.

Businesses Overlooking Workers Over 50 Are Making Mistakes

In today’s hiring landscape, companies pour millions into recruiting young, tech-savvy talent, convinced that innovation and agility are synonymous with youth. But here’s the uncomfortable truth: businesses that overlook workers over 50 are making a costly mistake—one that stifles growth, drains institutional knowledge, and sabotages long-term success. If your hiring strategy is biased toward younger workers, you’re leaving money, wisdom, and competitive advantage on the table. Let’s break down why businesses that fail to embrace a multi-generational workforce are setting themselves up for failure.

The Power of Experience: Facts Don’t Lie

The numbers paint a clear picture: older workers aren’t a liability—they’re an asset. Workers over 50 contribute $8.3 trillion annually to the U.S. economy, a figure expected to skyrocket to $12.6 trillion by 2030, according to AARP. Age-diverse teams perform 35% better than those dominated by one generation, as reported by Harvard Business Review. Deloitte found that companies that embrace age diversity see a 30% boost in innovation, and the Sloan Center on Aging & Work reveals that employees over 50 have higher job satisfaction, greater loyalty, and lower turnover rates, significantly reducing hiring and training costs. Yet, despite these compelling stats, many companies continue to push older workers out or bypass them in hiring.

A growing perception of age bias in the workforce could be limiting opportunities for highly experienced professional over the age of 50.

Why This Hiring Bias Can Cost Businesses Big Time

For years, the corporate world has been obsessed with youth—chasing the next big disruptor, the fresh-faced innovator, the digital native. But in this race to embrace “new blood,” companies are making a strategic misstep by underutilizing or even pushing out older professionals. Experience isn’t something you can teach in a two-week training. The moment you force out seasoned workers, you’re throwing away decades of hard-earned industry insight. Younger employees change jobs every 2-3 years, while older workers stay longer, reducing costly recruitment cycles. The idea that older workers “can’t keep up with technology” is outdated. Many of today’s industry leaders, from Satya Nadella to Tim Cook, are over 50—and they’re the ones shaping the future of tech. If your team lacks age diversity, how can you effectively market to consumers over 50—who control 70% of U.S. disposable income?

What The Experts Say

Still not convinced? Experts in workforce trends emphasize the importance of experienced professionals. Peter Cappelli, a professor at Wharton, states, “The wisdom and experience of older workers provide an invaluable counterbalance to the rapid innovation of younger employees.” Joseph F. Coughlin, Director of MIT AgeLab, adds, “Businesses obsessed with ‘youthful disruption’ are ignoring the fact that older employees are not just experienced—they’re essential for sustainable innovation.” HR analyst Josh Bersin highlights that “companies with multi-generational teams don’t just perform better—they create cultures of mentorship, knowledge transfer, and stability.” These aren’t just feel-good insights; they’re essential truths for businesses looking to stay competitive.

It’s Time To Ditch the Outdated Age Bias

Companies that actively invest in retaining and hiring professionals over 50 enjoy clear advantages. Experience leads to sharper problem-solving and fewer costly mistakes. Older workers bring longer tenures and lower attrition rates, providing stability. Institutional knowledge doesn’t live in a database; it lives in people, and older employees help upskill younger talent. Age-diverse teams don’t just perform better; they drive better decision-making and increased creativity. Yet, so many companies continue to push out their most valuable employees in favor of unproven, younger talent.

Let’s be clear: This isn’t about pitting young against old—it’s about building stronger, smarter, and more competitive businesses. The future of work isn’t just about AI, automation, and digital transformation. It’s about leveraging the full spectrum of talent available—and that includes experienced professionals over 50. Smart businesses get this. Struggling ones don’t. Which one is your company? Is your company fully tapping into the power of a multi-generational workforce? Let’s discuss.