Culture toolkit — individuals

How older workers can shape the culture you work in

We are working and living longer than ever before. By 2030 more than half the workforce will be over 50. Many of us can expect to be actively working well beyond 60.

What does working longer mean to you?

Culture is not created by an individual or a specialist team. It’s created by all of us and how we treat each other. Senior leaders may well set direction and state values, but it’s important that team leaders and the people working within team come together to build a culture that fulfils that vision.

The organisation you are working for may have already signed the Age-friendly Employer Pledge, signalling that they want to improve the experience of older workers. If not, encourage them to register their interest in the Pledge. 

Whatever your role, you can help build the culture you and your employer want to see.

Ask for what you need

If there is something that would help you in your current role or you think would support you to stay in your role : ask for it. Maybe more flexible hours will help,  or there’s an area of development you’d like to discuss. Maybe there’s an adjustment to your role you want considered, employers should be willing to consider what’s needed. In recent years, legislation around flexible working, in particular, has improved, so you may be surprised by what is possible. 

Be proud of your experience and resilience

If you’re over 50, chances are you’ve worked on lots of different projects and seen a lot of change. This experience is invaluable and so is the perspective it gives you. Be generous sharing what you’ve learned.

Be an intersectional ally 

We all need to be comfortable calling out ageism when we see it. It only takes one person to speak out and then others will be more comfortable doing so. 

Often colleagues may not even realise they are being ageist, so by pointing it out you are doing them a favour.  But this needs to extend beyond just age, into ‘intersectional allyship’ that acknowledges that some workers will need colleagues who acknowledge the multiple simultaneous disadvantages; for example, colleagues who face both ageism and/or racism/ableism.  

Employers need to create ‘safe’ cultures where everyone feels like the can be an ‘intersectional ally’, without fear of repercussions. 

Here’s more on how you can do that

Challenge your internal ageism

At the same time, notice your own internal ageism. If you’re younger, this might be easier to spot. If you are older, ask yourself whether you ever hold back because you think you’re “too old”. Do you make jokes about your age to hide insecurities? Ask yourself honestly — is that true?

Engage with workers of all ages

A truly age-friendly workplace is a multigenerational one, so lean in to working with colleagues of all ages, backgrounds and perspectives. If you have stereotypical ideas around what it’s like to work with someone born in the mid-90s or later then it’s time to challenge those, too.