​As part of my role as CEO of Sirius and my role with the Australian Association of Professional Staffing Companies (APSCo), I am introduced to some really interesting people. Recently I was introduced to Richard Spencer and his new venture AGEinc. As someone pushing into the demographic Richard is working for, I found his presentation of significant interest.

Australia's population is aging rapidly, with more people over 50 than under 10 expected by 2030. Globally, the US National Institute on Aging predicts one billion people aged 65+ by 2030— approximately one-eighth of the world's population.

The demographic shift is accelerating. According to data from AGEinc, by 2030, all Baby Boomers will be aged 65+, Gen X will begin turning 65, and the first Millennials will reach 50. HR professionals and hiring managers must prepare for this seismic shift in workforce demographics.

As we live longer, healthier lives and birth rates decline, organisations face unprecedented challenges. Chief among these is age discrimination, perhaps the last socially acceptable prejudice in Australian workplaces.

AGEinc's Voice of Experience research, surveying 1,150 Australians aged 50+, revealed alarming statistics: 53% experienced age discrimination when applying for jobs, and 21% faced age discrimination in their current workplace. Despite these concerning figures, only 8% of employers include age in their DEI strategies. This oversight represents a critical blind spot for HR leaders and hiring managers.

"Age discrimination inherently reduces the available talent pool, but when combined with an aging population, it becomes a real business risk for the recruitment industry," says Lesley Horsburgh, CEO of APSCo. "As the population ages, the percentage of people aged 35-50 falls, putting more pressure on recruiters to fill shortlists."

APSCo is taking concrete action by collaborating with Richard's team at AGEinc to develop awareness in the recruitment industry. This partnership aims to raise awareness of the issues created by ageism amongst APSCo members and help educate recruitment agencies on the likely impact to their business of our aging population. Additionally, APSCo will provide education for recruiters to help them influence their clients' views of older candidates and introduce a co-branded Age Inclusive Endorsed Recruiter badge to help progressive recruitment agencies position themselves as champions of age inclusivity.

How can HR professionals and hiring managers maximise benefits from this changing landscape? As people work beyond traditional retirement age, organisations can access experienced candidates with valuable knowledge and leadership skills. Those who embrace older workers benefit from their expertise, mentorship, and reliability.

With economic improvement and tightening labour markets, skill gaps will likely emerge, particularly in specialised sectors. People aged 50+, who are effectively mid-career, can bridge these gaps while providing continuity and reducing training costs.

However, challenges remain. Despite older workers' benefits, ageism remains a significant barrier. HR departments must combat stereotypes about adaptability and technological skills through inclusive hiring practices and organisation-wide education.

Many job descriptions contain unintentional bias, using terms like "fast-paced" or "tech-savvy" that may exclude older applicants. HR professionals should review job postings and implement inclusive language focusing on skills rather than age-related characteristics.

Changing retirement concepts create opportunities. Many older workers seek flexible arrangements—part-time roles, consultancy positions, or remote work. Organisations can fill more positions by offering these options and recognising the benefits of flexible work arrangements for experienced professionals.

For HR and hiring managers specifically, now is the time to include age in your DEI strategy. The AGEinc data clearly shows this is a significant blind spot in Australian workplaces. Proactive organiaations that address age discrimination will gain access to a broader talent pool, diverse perspectives, and valuable institutional knowledge.

"The recruitment industry has an important role in dismantling age-related barriers," concludes Horsburgh. "Adaptation isn't just an opportunity or something altruistic—it's a business necessity that will become increasingly apparent as our population ages."

Understand how Sirius is applying this concept to our workforce by sending through an email to ssmith@sirius.com.au