Why Gen Z Is Struggling While Over 50s Are Thriving at Work

📢 NEW RESEARCH REVEALS A GENERATIONAL DIVIDE IN THE WORKPLACE 📢
One in three workers aged 18 to 24 needed time off last year due to poor mental health. Contrast that with employees aged 55 and above, where only one in ten reported the same.
This gap highlights a broader misconception about our ageing workforce. Despite the stereotype that older workers are more prone to illness or less capable of handling workplace challenges, the reality is starkly different.
🔍 Surprising Stats About Age and Absence:
A staggering 37% of employers admitted concerns about hiring people over 55, fearing their health might impact performance. However, the data tells another story entirely: employees aged over 50 are 200% less likely to take sick days compared to their younger counterparts under 30.
Yet, many organizations continue to overlook this truth, relying on outdated assumptions rather than actionable insights. This disconnect isn’t just about perception—it’s costing businesses the opportunity to fully harness the talent and experience of older workers.
Unlocking the Truth Behind the Numbers
Most businesses don’t realize how much age dynamics impact their workforce until they see the data. That’s where our Age Data Diagnostic comes in.
This diagnostic tool offers organizations a comprehensive view of their workforce by analyzing patterns around age diversity, productivity, and potential risks. The insights often challenge long-held biases and deliver actionable strategies for building a more inclusive and effective team.
For example, companies that have embraced these insights are seeing dramatic improvements:
- Better retention rates among experienced employees.
- Stronger intergenerational collaboration within teams.
- Reduced absenteeism and health-related disruptions.
Why Leading Companies Are Investing in Age Data
Industry giants like Barclays, Amazon, Diageo, AXA, and Veolia have already taken the leap to better understand their workforce through our diagnostics. They’ve uncovered eye-opening insights, helping them attract, retain, and engage older employees while enhancing their overall talent strategy.
Here’s what Veolia had to say about their journey:
*”Work/Redefined provided us with invaluable insights, helping us see our business through the eyes of over-50 workers. This perspective was instrumental in shaping a coordinated talent strategy to improve how we attract, support, and retain older colleagues. Their expertise has helped us make meaningful progress toward becoming a truly age-inclusive employer.
We’re excited to continue this journey and wouldn’t hesitate to recommend them to others looking to develop their age diversity strategy.”*
– Sally-Anne Dudley, HR Director, Veolia (UK, Ireland, and Finland)
The Bottom Line
The data is clear: age diversity isn’t just a “nice to have.” It’s a game-changing strategy that improves workplace resilience, productivity, and culture. By embracing the power of age data, companies can unlock a wealth of untapped potential in their workforce—and challenge stereotypes along the way.
Isn’t it time we rethink how we view age in the workplace?