Blog

Adding value through the ages

30 May 2025

Why is an intergenerational workforce so valuable? Julie Graham, CEO of Ingeus Employment Services, provides an insight. 

Different generations working together isn’t anything new – there’s always been a mix of candle numbers on birthday cakes in our Ingeus centres – but in today’s fast-paced world, I believe harnessing age diversity is more valuable to employers than ever before.   

For the first time ever, organisations are seeing up to five different generations working together. As retirement age shifts later and more young people are entering the workplace through apprenticeships, it’s important that employers know how to leverage this diversity to their advantage – maximising the potential of all employees, regardless of age.   

I consider it crucial that we recognise there are workers born in the 1950s or 1960s working alongside those born in the 2000s, and understand that each generation has varying needs, experiences and motivations. Why? Well, if you do this, then you’re unlocking a huge treasure chest of value for your business.  

It's well known that embracing diversity in other forms, such as race and gender, drives innovation and thriving company cultures. Age inclusivity is no different. In a 2024 research paper, the London School of Economics (LSE) reported that 25% of employees self-report low productivity, yet in organisations with intergenerational work practices this proportion drops to 13%. By encouraging greater respect and understanding across generations, you’re helping your organisation, and its employees, to thrive.  

By capitalising on each generation’s unique talents you will also have the tools to stay adaptive and competitive, addressing skills gaps in your workforce. Gen Z employees may have fresh perspectives and, more likely, the latest technological skills, but it’s the Baby Boomers who offer decades of extensive industry knowledge and experience of how they’ve dealt with challenges in the past. For me, it’s all about striking the balance. Too many older employees and you may struggle to adapt and evolve, while too few can result in the loss of invaluable experience to underpin innovation.  

Mentoring within the workplace provides employees with an opportunity for mutual learning – as well as savings for employers on training costs – whereby the mentor and mentee can learn valuable knowledge and skills from each other. This is hugely beneficial in priming younger generations to navigate their roles.   

An intergenerational workforce creates a culture of collaboration, sharing skills and knowledge. Encouraging everyone to listen to different thoughts and opinions from each age group helps to foster a positive culture of open-mindedness. When people feel they’re being listened to and see that their views and skills matter, then loyalty and staff retention follow – the LSE reports that people working at intergenerationally inclusive workplaces are twice as likely to be satisfied with their jobs and are less likely to look for a new role.  

It’s something I see done so well at Ingeus, and it’s also heart-warming for me to think that encouraging this positive culture ultimately leads to a beneficial impact on society. For me, working with a variety of ages allows for deeper learning across a broader spectrum of things. As one of the ‘older’ members of our team, I bring many years of employability experience and can utilise this experience to inform our operations and have so many practical examples of what works for our participants and employers. One thing I’d like to get better at is understanding how to optimise AI to add value to our services. Recently, we have been hosting weekly co-pilot sessions led by many different members of our teams who are embracing AI, mostly from our younger generations. I learn so much from them that I wouldn’t feel confident tackling on my own. It’s a great way to learn from one another!   

Celebrating the power of bringing different age groups together, respecting and understanding each generation and the strengths they bring, can only serve to benefit employers. Doing so is a step towards future-proofing your business.