By Christine Vanlandingham
What if the catalyst for your company’s next breakthrough isn’t the latest technology, but a new approach to workforce diversity?
At Region IV Area Agency on Aging, we’ve spent the past year inviting our community to “Flip the Script on Aging.” It’s more than a slogan—it’s a movement to challenge outdated stereotypes and celebrate the vibrancy, resilience, and wisdom that come with age. And now, thanks to a growing body of research—including a recent article from the Harvard Business Review—it’s also a business imperative.
The article, “Age Inclusion Is Your Company’s Next Competitive Advantage,” makes a persuasive argument: organizations that champion age diversity consistently outperform those that don’t. Seasoned workers offer institutional knowledge, emotional intelligence, and refined problem-solving abilities. They are loyal, engaged, and often serve as mentors, elevating the entire team. This, in many ways, is the foundation of what experts call the wisdom economy.
Unfortunately, these invaluable assets are often overlooked. Ageism—whether blatant or subtle—still influences hiring, workplace culture, and promotion practices. This is not only unjust; it’s a missed opportunity.
In Southwest Michigan, the demographics are shifting. Our region boasts a workforce older than both the state and national averages, providing a deep reservoir of skill and experience. Area Agency on Aging has seen firsthand how older adults enhance our community—not only as volunteers and caregivers, but also as entrepreneurs, educators, innovators, and valued employees.
Retirement presents both challenges and opportunities. Consider Kim, who left her nursing career to care for her aging parents—a decision shaped by compassion and a sense of responsibility. After their deaths, Kim faced grief and uncertainty, as well as challenges returning to work after 60.
With help from local aging services, she connected with the Campus for Creative Aging in St. Joseph and joined the Senior Community Service Program. Through this initiative, Kim became an Information and Assistance Referral Specialist, helping older adults, caregivers, and individuals with disabilities access crucial resources. Her story shows how professional skills and life experience can meaningfully strengthen a community, especially when employers recognize the true value of the wisdom economy.
Kim’s journey illustrates that retirement isn’t about stepping back—it’s about stepping into new possibilities. It’s about dignity, independence, and the chance to make a difference. As Kim reflected, “I didn’t know I had more to give. Now I know I do—and I’m just getting started.”
Her experience reveals a broader truth: organizations thrive when they leverage the full spectrum of experience and perspective. Imagine a workplace where a 62-year-old project manager mentors a 28-year-old analyst, and both learn from each other. Picture a retired engineer returning part-time to train the next generation, or flexible schedules and phased retirements becoming standard practice—not just perks. These are not pipe dreams; they are proven strategies for building resilient, high-performing teams.
The advantages extend beyond profits. Age-inclusive workplaces are more collaborative, creative, and deeply connected to their communities. They reflect society as a whole—and this makes them better equipped to solve real-world problems. Examples include:
- A 2020 report by the AARP found that companies with a multigenerational workforce are up to five times more likely to innovate than those with less age diversity. This is attributed to the blending of perspectives, experiences, and problem-solving approaches that come from different generations working together.
- The Harvard Business Review article “Age Inclusion Is Your Company’s Next Competitive Advantage,” draws on multiple studies and interviews to show that organizations embracing age diversity have higher employee engagement and lower turnover rates. Teams composed of varied ages demonstrate increased creativity, broader skill sets, and enhanced emotional intelligence, leading to more effective collaboration and decision-making.
The evidence is clear: age-inclusive workplaces aren’t just fairer, they’re smarter, more innovative, and more capable of responding to the needs of both their employees and the communities they serve. Age diversity is a strategic asset that translates into measurable gains for businesses and organizations.
As we work to flip the script on aging, it’s time to do the same with hiring. Instead of asking, “How old are you?” let’s ask, “What wisdom and perspective do you bring?”
In the economy of the future, experience isn’t a liability—it’s a superpower.
Christine Vanlandingham is CEO of Region IV Area Agency on Aging in Southwest Michigan. Questions on age or independence services? Call (800) 654-2810 or visit areaagencyonaging.org to learn more and get connected to the support you deserve. The Generations column appears each weekend in The Herald-Palladium.