Age as an asset: Inclusive hiring solutions for Australia’s over-50 workforce

In 2025, Australians aged 50 and above make up nearly 25% of the national workforce, playing a crucial role in key sectors including healthcare, mining, professional services, and construction. However, the 2025 Australian HR Institute (AHRI) report reveals that 42% of mature workers report experiencing age discrimination during recruitment and promotion, despite their significant skills and experience. 

This persistent bias contributes to underemployment and limited retraining access, worsening critical skill shortages. Leading all-in-one HR platform Deel has found that providing inclusive hiring solutions can unlock significant value for businesses.

An under-explored talent pool

The latest Jobs and Skills Australia Occupation Shortage Report (March 2025) highlights acute labour shortages in healthcare, engineering, and construction trades; sectors where experienced  workers are especially vital. 

The report shows that shortages in occupations requiring significant experience and advanced skills continue to increase, underlining the urgent need for inclusive hiring of older workers. Despite these barriers, the over-50 demographic offers a wealth of untapped skills and experience. 

Older workers bring invaluable institutional knowledge, problem-solving skills, and a sense of discipline that many younger workers lack. 

With Australia facing talent shortages across key industries, especially in areas like AI and digital transformation, companies that tap into this experienced workforce, and complement it with global hiring solutions can gain a competitive edge. 

The question is not whether professionals aged over 50 want to work, but whether companies are ready to adjust their practices to fully integrate them into their workforces.

'OK boomer'

In Australia, as elsewhere, older workers face significant misconceptions in the workplace. While they are often seen as more disciplined and loyal compared to younger workers, there remains a strong preference for younger profiles - especially in tech-heavy industries, where the average age of workers tends to be much lower. 

This age bias is reinforced by stereotypes, such as the perception that older workers are less tech-savvy or more costly to employ, and their experience is undervalued.

With the rapid acceleration of AI and automation, businesses are already grappling with reskilling their existing workforce – an effort that should extend to older employees as well. By investing in upskilling and reskilling programs, companies can bridge the digital gap and empower older workers to contribute meaningfully in evolving industries. 

This is an issue that needs to be addressed, particularly as Australia continues to position itself as a global hub for talent, including AI and tech professionals.

Moving beyond stereotypes

In the workplace of tomorrow, it is essential to foster diversity and inclusion; not just by hiring younger workers, but by fully integrating older employees. This includes redesigning job roles and career progression opportunities for the over-50 group. 

As companies embrace flexible work arrangements and re-employment options, the focus must shift from seeing older workers as a short-term solution to a long-term investment in a more diverse, inclusive workforce.

Industry experts and policymakers are calling for a renewed focus on inclusive hiring practices and targeted upskilling programs tailored to mature workers. Investing in this demographic promises critical returns for businesses. Companies adopting inclusive policies and workplaces for older workers see up to 20% higher productivity and staff retention rates, according to AHRI findings. To remain competitive and resilient amid technological disruption and demographic shifts, Australia must fully leverage the experience and talents of its mature workforce.

However, true workforce transformation requires businesses to take the lead, embedding employment strategies for older workers into their talent pipelines and leveraging tools that enable seamless workforce integration. 

But, to ensure that older workers remain a valuable part of the workforce, companies need to rethink their approach; not just in terms of age, but in terms of opportunity. It is not only about reducing unemployment but ensuring older workers have a chance to thrive in roles that suit their strengths. 

As we look to the future of work, the challenge is clear: It's not enough to merely offer older workers a seat at the table. They need to be fully integrated into the workforce, with roles that provide meaningful work, respect, and opportunities to contribute. 

Companies, supported by tools like Deel's comprehensive global workforce management solutions, can make this a reality – helping businesses across Australia tap into the wealth of talent that older workers offer, while supporting their journey through an increasingly digital economy.