Age, assumptions and access at work

Overview

The Australian Human Rights Commission is proud to partner with Diversity Council Australia (DCA) on this important report, which draws on the voices of workers to explore how age shapes their experiences of both inclusion and exclusion at work.

Drawing on DCA’s Inclusion@Work index 2025-2026, this research examines how age-based assumptions influence workplace experiences across all life stages. The findings reveal that age is perceived as one of the most common grounds of discrimination and harassment across all age cohorts, yet it remains among the least reported.

For employers and HR professionals, the report offers compelling evidence to view inclusion through a life-stage lens, identifying and removing age-based barriers to ensure all workers experience genuine inclusion.

Key findings

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 41% of older women had development opportunities and 13% 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.

Ageism is not a tug-of-war between generations; an opportunity for one cohort does not come at the expense of another’s.

Robert Fitzgerald AM, Age Discrimination Commissioner

Solutions

The AHRC and DCA believe that Australian governments and leaders must draw on these insights to create workplaces where people of all ages are valued, respected and given the chance to do their best work and succeed.

The report outlines practical actions employers can take to build age-inclusive workplaces, including:

• improving access to career development
  
• supporting flexible work
• challenging age stereotypes
• strengthening complaint processes
• building leadership capability.