The Age Advantage: Five Key Takeaways from the Age Pioneers Summit, June 2025

55/Redefined

The June 2025 Age Pioneers Summit featured speakers from LinkedIn, Veolia, Just Plc., AMS, Canada Life and Diageo, whose presentations centred around the risks of prematurely retiring or ignoring over-50s workers and the potential rewards of ensuring they are valued members of your multigenerational team

On June 18th, over 120 senior HR and business leaders gathered at LinkedIn’s new London Experience Centre for the biannual Age Pioneers Summit. With the theme ‘Risk and Reward’, the event spotlighted the urgent need—and immense opportunity—of embracing age inclusion as a strategic business imperative.

Here are five standout insights from the day:

1. Age Strategy is Imperative For Growth, Not Just a ‘Nice-to-Have'

Lyndsey Simpson, Founder & CEO of 55/Redefined, opened the summit with a powerful message: if we don’t act now to enable longer working lives, we risk losing 28% of global growth over the next 25 years. The good news: 3/4 of the economic slowdown can be solved by making jobs work for over-50s.1

Countries like Denmark are already adapting by being the first European country to raise the retirement age to 70, and studies have found that 58% of their population wants to continue working beyond that age.2 Italy, on the other hand, faces an economic risk as its working population is set to decline by 5 million by 2040.3

The message was clear: age inclusion isn’t just an HR issue—it’s a business issue and a government issue. If you don’t have an age strategy, you don’t have a growth strategy.

2. Multigenerational Teams Are a Competitive Advantage

Multigenerational teams are a secret weapon against groupthink and burnout. Carl Honoré, TED speaker and award-winning author of Bolder, emphasised that diverse age groups bring complementary strengths: younger employees may move fast, but older colleagues bring depth, stability, and perspective.

Research shows that multigenerational workplaces experience a 2.5 times higher cash flow per employee and 35% higher productivity.4 But to unlock this potential, organisations must invest in line manager training, inclusive communication, and flexible working models that support all life stages—from phased retirement to sabbaticals and returner programmes.

3. Ageist & Outdated Retirement Policies Carry Hidden Costs

Today’s 70-year-olds have the cognitive function of the average 53-year-old in 2000.5 With longer, healthier lives, many over 50s are eager to reskill, explore new careers, or work part-time with purpose. This shift means that personalised career journeys and retirement plans are essential, and HR benefits must evolve; think carer leave, phased exits, and internal mobility.

At the same time, ageism remains “widespread and culturally embedded” in UK society6, especially in the workplace. Over half of adults over-50 report experiencing age discrimination in the past year7, and with the average tribunal case now costing employers £103,0008, the risks that workplace ageism poses to businesses are only increasing over time.

But the cost isn’t just financial. Professor Becca Levy’s research shows that internalised ageism can shorten lifespans by up to 7.5 years. Changing the narrative around ageing isn’t just good for business, it’s good for humanity.

4. AI + Human Skills = The Future Workforce

Adam Hawkins from LinkedIn introduced the concept of the “super worker” - employees who use AI to eliminate repetitive tasks and focus on high-value work. By 2030, roles will shift by 20%, and every generation must be part of the upskilling journey.

Crucially, over-50s are not just capable of learning - they’re eager. 93% would work longer if given the chance to reskill.9 AI won’t take jobs, it will take tasks. The challenge for leaders is to help employees reimagine what they can do with the time they gain back.

5. It’s Worth Investing In L&D For Workers Over-50 Too

A standout conversation at the summit, featuring a panel with AMS, Canada Life, and Just Plc, highlighted the growing disconnect between employer readiness and employee ambition regarding lifelong learning and work. While 79% of employers agree that learning and development should span an employee’s entire career, only 12% are actively investing in training programmes that support skill acquisition at every stage10.

Despite this, 93% of those over 50 say they would work longer if given the chance to upskill.11 Internal mobility also declines with age, suggesting that without targeted L&D strategies, businesses risk missing out on a highly motivated talent pool. That’s where Me/Redefined comes in – it’s the world's first age intelligence, mid-life coaching and careers transition platform designed to predict, influence and leverage the skills of your aged 50+ global workforce. Enabling all ages to feel inspired, not retired.

Final Word: Just Get Started

The summit’s resounding call to action? Don’t wait for a perfect plan. Craft your ‘why’, back it with data and human insight, and begin your age strategy journey today. As Carl Honoré reminded us, “The myth that older people can’t learn is as ridiculous as saying an old dog can’t learn new tricks.”

Age inclusion is the next frontier of workplace innovation. And the rewards for individuals, organisations, and the global economy are too great to ignore.

55/Redefined is the most trusted global platform for over-50s and those looking to engage with them. If you need data, insights and solutions to support your workforce planning and business case, reach out to our friendly team by emailing us at hello@55redefined.com.

If you are interested in attending the next Age Pioneers Summit, visit our website for upcoming dates and registration: Age Pioneers Summit | Work/Redefined.

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