The Multigenerational Workforce:
Value, Reality and Challenge
Today’s workforce is more age-diverse than ever. People are working for longer, careers are becoming less linear, and many organisations are now managing teams that span four or five generations.
Our report with Ciphr, The multigenerational workforce: value, reality and challenge, explores what UK organisations really think about multigenerational working — and what employers can do to make age-diverse teams work well in practice.
The message is clear: multigenerational working is not a future issue. It is already here.
What the Research Shows
Employers recognise the value of age-diverse teams. Respondents highlighted the benefits of broader experience and perspectives, stronger knowledge sharing, mentoring, succession planning and better customer understanding.
But the findings also show a gap between recognition and action. Many organisations value multigenerational teams, but fewer have the structures, data, policies or manager support needed to make age inclusion consistent.
The main challenges are practical rather than rooted in generational conflict. Differences in communication styles, working preferences and expectations can all create friction. So can assumptions about age, ability, technology confidence or career ambition.
This is why line managers matter. They are often expected to manage these issues day to day, but many do not yet have the tools, confidence or guidance to do this well.
Five actions employers can take
The report identifies five practical steps for HR teams, L&D professionals and line managers:
Equip managers to lead age-diverse teams
Give managers practical support on communication, flexibility, career conversations, age bias and team expectations.
Design career development for the full working life
Make sure development is available at every career stage — early career, mid-career, later career and return-to-work.
Make knowledge transfer intentional
Use mentoring, reverse mentoring, job shadowing and structured handovers to retain expertise and share learning.
Use workforce data responsibly
Look at anonymised age-band data alongside other people data to understand patterns in recruitment, retention, learning and progression.
Review policies through a life-stage lens
Flexible working, carer’s leave, menopause support, phased retirement, financial wellbeing and age-inclusive recruitment all form part of a stronger approach to age inclusion.
Watch the webinar
In this webinar, Ciphr and ProAge discuss what UK organisations really think about multigenerational working, why age inclusion matters, and what employers can do next.