Generations Today

Ageism & Culture | Economic Security | Innovation & Social Impact The American workforce is undergoing an unprecedented transformation. The workforce actually is getting smaller as declining birth rates have reduced the number of younger people available for employment; at the same time, the workforce is getting older. Reaching age 62 or 65 no longer stands as a definitive departure time to leave the workforce for retirement.

Abstract At a time when the U.S. is more age diverse than ever before, Americans are extending their careers for financial stability, social connection, and purpose. This article provides a brief background on the history of aging and work, from the late 1800s to present, illustrating the influence that public and organizational policies, as well as personal needs and interests, have on labor force participation.

Abstract Despite persistently low unemployment rates, older workers continue to face widespread age discrimination in hiring, promotion, and workplace culture. This article examines the paradox of sustained employment alongside entrenched bias, drawing on recent research to explore how labor participation, remote work, and generative AI are reshaping opportunities for workers age 50 and older.

Ageism & Culture | Economic Security | Innovation & Social Impact Abstract After recognizing the changing age composition of their labor force, some employers have set out to learn about different management strategies that can be adopted in response to the challenges and opportunities of this unprecedented workforce transformation.

Abstract As Americans live longer, healthier lives, aging policy is at a crossroads. Multisector Plans on Aging (MPAs) have begun transforming how states address caregiving, health, and housing, but they largely overlook a critical component of well-being: work. Integrating the age 50+ workforce into these plans remains an important policy gap and an economic and social opportunity.

Ageism & Culture | Economic Security | Innovation & Social Impact Abstract Although legal protections against age discrimination in employment have existed since the 1960s, age bias remains prevalent today in workplaces across America. In 2026, we are experiencing a profound change in the nature of work, driven by shifts in labor force demographics and the rise of advanced technologies.

Ageism & Culture | Economic Security | Innovation & Social Impact Abstract With age comes experience. This article focuses on two types of experience that older workers embody, general and firm-specific. General experience accumulates through time in the workforce across all employers while firm-specific experience accumulates through time spent with the current employer.

Ageism & Culture | Economic Security | Innovation & Social Impact Abstract A powerful megatrend is quietly reshaping the future of work: the age-friendly imperative. The U.S. workforce is growing older, which has major implications for employers and for the business practices and benefit offerings needed to attract and retain employees. Employers can also tap into the power of the multigenerational workforce—including older workers—by ensuring they address the needs of employees of all ages.

Ageism & Culture | Economic Security | Innovation & Social Impact Abstract As public-sector employers face the realities of an aging workforce, Pitkin County government in Aspen, Colorado, chose to respond by listening first. Through employee focus groups and survey data, the county identified a growing need for flexible retirement pathways, benefit continuity, and emotional support during career transitions.

Ageism & Culture | Economic Security | Innovation & Social Impact Abstract Since 2022, Land O’Lakes has run a Reverse Mentorship Program in which newer employees take on the mentor role, while more experienced team members become the mentees. This gives early-career employees a chance to lead and grow their networks, while seasoned employees get to keep learning and gain fresh perspectives.