Workplace

Workplace ageism affects young and older employees in different ways, report finds

Ritchelle Drilon
July 9, 2026

Age discrimination does not end once someone is hired. New research from the Diversity Council Australia (DCA) and the Australian Human Rights Commission (AHRC) shows that age-based bias continues to shape everyday workplace experiences, affecting younger and older employees in very different ways.

The findings challenge the common perception that age discrimination is mainly a recruitment issue. Instead, they point to a broader workplace culture where younger workers are more likely to experience active discrimination and harassment. At the same time, older employees are more likely to be overlooked for career development and advancement.

Younger workers face more visible discrimination

The Age, Assumptions and Access at Work report found that younger employees experience the highest levels of workplace discrimination and harassment.

More than a third (39 per cent) of workers aged 18 to 29 reported experiencing discrimination or harassment at work, compared with 19 per cent of employees aged 55 and over.

Younger workers were also significantly more likely to experience sexual harassment and everyday forms of exclusion, including being ignored, excluded from social activities or having their professional capability questioned because of their age.

Older employees miss out on career opportunities

While older workers generally reported feeling comfortable being themselves at work, the research identified a different form of exclusion.

Employees aged 55 and over were significantly less likely to receive professional development opportunities, mentoring, or career support. The findings suggest many continue to face assumptions that they are no longer interested in career progression or are approaching the end of their working lives.

Rather than experiencing overt discrimination, many older workers encounter barriers that quietly limit their growth opportunities.

Multiple forms of disadvantage can overlap

The report also found that ageism often intersects with other forms of disadvantage, particularly gender and caring responsibilities.

Several groups reported notably poorer workplace experiences:

Younger women recorded the lowest levels of team inclusion.
Older women were the least likely to receive recognition or career development opportunities.
Young workers with caring responsibilities experienced significantly higher rates of discrimination, harassment, and everyday exclusion.

DCA CEO Catherine Hunter said workplace assumptions continue to shape who receives opportunities and support.

“Too often, assumptions about someone being too young, too old, not ready, or past their prime influence access to opportunity, recognition, and support,” Hunter said.

“Genuine age inclusion requires an intersectional approach that recognises how workplace policies and practices can compound disadvantage.”

Why many workers stay silent

The report also points to a culture where age-based discrimination is frequently accepted rather than challenged.

Age Discrimination Commissioner Robert Fitzgerald AM said many employees had come to see ageism as a normal part of working life.

“Ageism—whether against younger or older workers—is so deeply normalised many simply accept it as the status quo,” Fitzgerald said.

“It is woven into the fabric of workplace culture, and people are rarely empowered to call it out.”

The report emphasises that improving age inclusion is not about favouring one generation over another. Creating fairer workplaces means ensuring employees of all ages have equal access to opportunities, recognition and support throughout their careers.

Building workplaces that value every generation

As Australia’s workforce becomes increasingly multigenerational, organisations will need to look beyond recruitment practices and examine how age influences everyday workplace experiences.

Addressing age bias requires more than preventing discrimination at the hiring stage. It also means ensuring employees at every career stage have equitable access to development, recognition and opportunities to contribute and grow.