Age bias affects workers at every career stage, report finds

Age-based assumptions continue to influence access to opportunities, inclusion and career progression across Australian workplaces, according to a new report by the Diversity Council Australia (DCA) and the Australian Human Rights Commission (AHRC).

According to the Government of Western Australia official website, the report - Age, Assumptions and Access at Work, draws on the experiences of 3,000 workers and challenges the perception that age discrimination affects only older employees. Instead, it found that workers experience age-related disadvantages at different stages of their careers and in different ways.

The findings suggest that age discrimination extends beyond hiring practices and continues throughout an employee's career, influencing access to training, mentoring, career development and workplace inclusion.

Younger workers face discrimination, older workers miss development opportunities

The report found that younger workers were more likely to experience workplace discrimination and sexual harassment, with nearly four in 10 reporting incidents of discrimination or harassment. Younger employees with caring responsibilities faced even higher levels of discrimination than those without caring responsibilities.

Older workers, meanwhile, generally reported feeling more accepted and able to be themselves at work. However, they were significantly less likely to receive career development opportunities or mentoring.

Older women recorded some of the lowest levels of access to professional development and mentoring among all demographic groups, highlighting persistent barriers to career progression later in working life.

The findings suggest that age-related stereotypes continue to shape workplace decisions, whether through assumptions that younger employees lack experience or that older workers no longer require opportunities to develop their careers.

Legal protections extend across the employment lifecycle

The report also highlights the legal protections available under Western Australia's Equal Opportunity Act 1984, which makes age discrimination unlawful across multiple areas of public life, including employment.

The legislation prohibits both direct and indirect age discrimination and protects employees throughout the employment lifecycle, covering recruitment, employment conditions, training and development, promotion, transfers, dismissal and access to workplace benefits.

According to the report, workplace opportunities should be determined by an individual's skills, experience and potential rather than assumptions based on age.

As Australia's workforce becomes increasingly age-diverse, the report argues that organisations should focus on ensuring equitable access to opportunity, career development and inclusion, regardless of an employee's age. It concludes that creating inclusive workplaces depends not on how old someone is, but on ensuring age does not become a barrier to participation or professional growth.