Today’s workforce is more age-diverse than ever before.

 

With people living and working longer, it’s now common to have four or even five generations working side by side. This creates a powerful opportunity—and a significant challenge—for organisations.

 

Each generation brings its own strengths, perspectives, and expectations shaped by vastly different life experiences. But without intentional efforts to build connection, foster understanding, and design inclusive practices, these differences can lead to friction, missed opportunities, and talent loss.

 

Organisations are grappling with big questions:

• How do we ensure older workers feel valued, supported, and engaged?

• How can we support people through later career transitions, such as retirement or redesigning roles?

• Are we creating environments where intergenerational learning and collaboration thrive?

• What does a truly age-inclusive workplace look like?

 

As I age, I’m increasingly drawn to this space—particularly the gaps and missed opportunities I see in how we support and retain older workers, enable meaningful knowledge transfer, and embrace generational diversity as a strength.

 

I’m currently exploring the development of a programme or initiative that would help organisations:

• Support the transition to retirement with dignity and intention

• Create opportunities for reverse mentoring and knowledge-sharing

• Retain experienced talent in ways that work for both the business and the individual

• Build inclusive cultures that work across all life stages

 

This is an evolving area of interest for me, shaped by my work in people development, leadership, and organisational culture—and by what I’m hearing from clients and teams across sectors.

 

If you’re interested in this space too—or facing some of these challenges in your own organisation—I’d love to hear from you.

 

Email me directly on alex@alexkotsos.com to talk