As Australia prepares for events such as the Mind the Age Gap webinar and the Sydney Job Fair on 24 November, it is becoming clear that one of the most overlooked challenges in recruitment is the widening generational divide in the workforce. Employers are simultaneously struggling to attract younger workers and retain older, experienced talent. According to a national survey by the Australian Human Rights Commission and the Australian HR Institute, only 56 percent of employers state they are open to hiring workers aged 50 to 64 to a large extent, while only 41 percent feel the same about jobseekers aged 15 to 24. These gaps influence productivity, hiring strategies and the ability of organisations to build resilient teams.
Upcoming industry events highlight an urgent need for employers to rethink how they engage, recruit and support people at every stage of their working life.
Age Bias Is Limiting Talent Pipelines
The shared research reveals a rising trend of age related bias across Australian workplaces. In 2023, only 10 percent of HR professionals classified workers aged 51 to 55 as older. By 2025 this had risen to 24 percent. This shift shows that perceptions of who is considered an older worker are increasing more quickly than workforce realities. At the same time, younger workers face stereotypes around commitment, readiness and capability, resulting in less openness to hiring people aged 15 to 24. These attitudes directly impact recruitment outcomes at events such as the Sydney Job Fair, where both experienced jobseekers and early career talent compete for visibility. Employers who allow bias to influence decisions risk reducing the diversity of their applicant pools and limiting their chances of filling critical roles during a period of national skills shortage.
Age Diverse Teams Strengthen Workplace Performance
Research from Diversity Council Australia points to clear benefits of multigenerational teams. Workforces that combine the experience of older employees with the digital literacy and adaptability of younger staff show stronger problem solving and higher innovation potential. These mixed teams also improve continuity, knowledge transfer and productivity. As organisations across Australia face talent shortages, the ability to create age inclusive environments becomes a competitive advantage. Events like the Mind the Age Gap webinar aim to equip employers with strategies to bridge cultural, generational and communication gaps within teams.
Career Fairs Reflect Real Hiring Trends
The upcoming Sydney Job Fair on 24 November offers a practical snapshot of how age inclusion plays out in real recruitment environments. Career fairs accelerate hiring by enabling employers to connect with large groups of jobseekers in a short period of time. However, the same age biases identified in national surveys often appear during screening and selection. Job fairs show how employers respond to early career candidates and older workers seeking re entry, reskilling or new opportunities. In a labour market where many employers continue to report hard to fill roles, overlooking talent because of age has direct consequences for business performance.
Creating Inclusive Workplaces Requires Intentional Strategy
To close the age gap, organisations must apply consistent and deliberate action. Research suggests that the most effective strategies include updating policies to reduce age bias, offering training for managers, redesigning job descriptions to remove age coded language and creating development pathways for workers at every stage of their careers. This aligns with the goals of the Mind the Age Gap webinar, which promotes practical tools to improve inclusion and equity for both older and younger employees. With the workforce ageing, and younger generations entering with new expectations, employers must be prepared to adapt.
The Future of Work Is Multigenerational
The combined insights from national research, industry webinars and upcoming job fairs reveal one clear truth. Australia’s future workforce success relies on the ability of organisations to value and integrate talent from every generation. Employers who invest in age inclusive recruitment strategies will unlock broader talent pools, improve retention and create workplaces that are more resilient, innovative and competitive. The events taking place on 24 November are timely reminders that closing the age gap is not only a matter of fairness. It is now essential to building a workforce capable of meeting the challenges of 2026 and beyond.
