Too old at 51?”: Why our definition of an “older worker” is shifting – and what this means for businesses

BLUF

The author of this article explores how some HR managers now label workers as ‘older’ from age 51, risking age bias. Instead, the focus should be on attitude, aptitude, and contribution, rather than age.

Learning Outcomes:

• Challenge age-based assumptions in Defence recruitment and retention.
• Promote inclusion of diverse talent, regardless of age.
• Deploy skills-based evaluation across career stages in Defence.