Diversity Council Australia has partnered with the Australian Human Rights Commission to examine how age-based assumptions are shaping who is respected, included and supported at work.
Workplaces across Australia are navigating a period of significant change. Demographic shifts, skills shortages and longer working lives mean organisations are increasingly reliant on workers across multiple life stages. In this environment, the ability to attract, retain and support people of all ages is not just a matter of fairness, it is essential to organisational resilience and performance.
This research draws on a survey of 3000 workers across Australia to explore how age shapes their experiences of both inclusion and exclusion at work. Using data from DCA’s 2025-2026 Inclusion@Work Index, this report provides valuable insight into where age‑based barriers persist and how they are experienced across the workforce.
Read the full report or explore and share the 2-page infographic.
What we found
Discrimination and harassment are high for younger workers – especially younger carers
Over 1 in 3 (39%) younger workers experienced discrimination or harassment at work in the past year – much higher than other age groups.
1 in 3 (36%) younger workers experienced sexual harassment at work.
3 in 5 (59%) younger workers with caring responsibilities experienced discrimination or harassment at work, much higher than carers of other age groups.
Older workers lack career support – especially older women
Only 1 in 2 (50%) older workers had the opportunity to participate in career development activities – far less than the other age groups.
Less than 1 in 5 (18%) older workers had access to mentors.
Only 2 in 5 (41%) of older women had development opportunities
Less than 1 in 7 (13%) of older women had mentors
Age-based discrimination is widespread but under-reported
Age was one of the most common reasons for perceived workplace discrimination and harassment, yet complaints under the Age Discrimination Act 2004 make up only 5% of Australian Human Rights Commission cases.
What organisations can do to build age inclusion
Learning and career development
Be age inclusive with your learning and career development by encouraging:
- upskilling and reskilling across age groups
- training participation and feedback
- intergenerational knowledge sharing.
Workplace flexibility and transition support
Normalise flexibility access through:
- flexible work arrangements
- internal mobility
- transition support
- retirement pathways.
Workplace health and wellbeing
Encourage health and wellbeing at the workplace with:
- workplace health initiatives
- physical role adjustment
- diverse leave options.
Organisational culture and leadership
Disrupt age bias and build an inclusive culture through:
- leadership and strategy
- employee participation
- initiatives against ageism
- representation and visibility
- intergenerational programs.
Discrimination and harassment
Include age in discrimination and complaints processes and ensure:
- promotion of respectful culture
- training and guidance on discrimination and harassment
- internal complaint processes
- removal of organisational barriers
- data collection.
Download the infographic
Download the full report
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If you wish to use any content contained in this report, please contact DCA at research@dca.org.au, to seek consent.
Commercialising these materials is not permitted, including by providing training or consulting services to third parties for a fee or otherwise.
To refer to our research publicly, it must be correctly attributed to DCA and the Australian Human Rights Commission (AHRC).
- Formal attribution to DCA and AHRC required where references to this research material are in a written format.
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Suggested citation: Diversity Council Australia & Australian Human Rights Commission (2026) Age, Assumptions and Access at Work: Employee Experiences of Age Inclusion in the Workplace. Diversity Council Australia.
Age inclusion resources
As Australians live and work longer, employers are increasingly needing to consider building inclusion for workers of all ages. Our resources explore key terms relating to age, the state of play for age diversity in the Australian workforce, and key issues such as ageism, age discrimination, and the myth of generational differences.
Hiding in Plain Sight: It’s time to disrupt ageism at work
Read the insightful blog by Robert Fitzgerald AM, Age Discrimination Commissioner, on how age discrimination hides in plain sight, and how we can bridge the gap between our demographic reality and our workplace practices.
Age, Assumptions and Access at Work
Watch recording of the research launch event with Age Discrimination Commissioner Robert Fitzgerald AM, Emma Vibert from Aware Super, and Heidi La Paglia from the Australian Human Rights Commission’s Equality at Work project.
Age Discrimination in Employment
The Age Discrimination Commissioner is leading a range of initiatives to help address age discrimination in the workplace and shape a future where age is not a barrier to participation in employment.
Visit their site to better understand age discrimination in employment and how older people’s right to work is being denied in Australia, affecting economic security and participation.