Building the Future: Why Multigenerational Hiring Is a Competitive Advantage 

Workforces today are more age-diverse than ever. For the first time, five generations share the workplace. By 2028, one in four U.S. workers will be 55 or older—more than double the rate in 1998. 

This isn’t a challenge to manage—it’s an opportunity. Forward-looking companies recognize that mixed-age teams are a strategic advantage. In fact, 83% of employers say age-diverse teams are essential for growth. Yet unconscious bias persists - older candidates are 40% less likely to receive offers after in-person interviews compared to younger peers. 

Why Multigenerational Teams Matter 

Diverse teams consistently outperform homogeneous ones. Combining different skills, experiences, and perspectives drives better outcomes and faster innovation. 

Each generation brings complementary strengths: 

Together, these strengths build more innovative, effective teams that better serve diverse customers. There’s also a legal imperative: the Age Discrimination in Employment Act protects workers over 40, and even casual remarks during interviews can signal bias. 

Recognizing and Preventing Age Bias 

Bias often shows up subtly. Job postings with terms like “digital native” or “recent graduate” discourage older applicants. Assumptions about being “overqualified” or near retirement further narrow the pool. 

Practical steps to reduce bias include: 

These steps improve fairness for all candidates—not just older ones.