Ageism Across Industries Series_1: Technology and the Age Divide

This article explores how ageism shapes opportunities in the technology sector, from start-ups to global enterprises.

Age bias affects both young and experienced professionals in tech, limiting innovation and inclusivity in one of the world’s fastest-evolving industries.

The paradox of innovation - The technology industry prides itself on innovation, disruption, and forward-thinking. Yet, it is one of the sectors most affected by age bias. From Silicon Valley to the UK’s digital economy, “youth culture” remains deeply embedded, with words like dynamic, fresh, and hungry often used as euphemisms for young.

But ageism in tech isn’t just directed at older workers. Younger professionals also encounter barriers, often seen as lacking leadership credibility, strategic insight, or staying power.

To build a truly inclusive tech culture, leaders must look beyond age-related assumptions

For younger professionals - In start-ups and fast-moving digital firms, early-career employees frequently drive creativity and experimentation. However, they can face assumptions that they’re impulsive or inexperienced, particularly when seeking managerial roles or board representation.

Research shows that younger engineers and designers often have to “prove” their seriousness or technical depth, while their innovative thinking is readily used but less often rewarded with authority or decision-making power.

For older professionals - For those with decades of experience, the challenge often lies in perception rather than capability. Older tech workers can be stereotyped as less adaptable or less fluent in emerging tools, despite often having pioneered the very technologies younger teams now use.

Bias can appear in recruitment (CVs filtered by graduation year), in performance reviews (coded language around “fit” or “pace”), or in redundancy programmes where tenure is mistaken for stagnation.

Yet, diverse tech teams, both in age and background, are proven to produce more robust, user-focused innovation. The most successful technology ecosystems are those that value mentorship, cross-generational learning, and knowledge transfer.

Shifting the code: inclusion through collaboration - To build a truly inclusive tech culture, leaders must look beyond age-related assumptions. This means:

·         Promoting cross-generational mentoring: pairing emerging talent with seasoned professionals to exchange insight and experience.

·         Challenging bias in hiring algorithms and job descriptions: removing coded terms like digital native or high energy.

·         Valuing continuous learning for all: ensuring training and upskilling programmes are accessible across all age groups.

When organisations harness the strengths of every generation, they not only build better products, they build stronger, more resilient cultures.

Looking ahead

Next time, we’ll explore ageism in the finance and professional services sector, where reputation, regulation, and perception create a different kind of age divide. Are you in the sector, and experienced an issue due to your age?

We’d love to hear your stories and experiences of how your industry sector is impacted by age.

#AgeDiversity #Technology #Inclusion #FutureOfWork #Innovation #Leadership #GenerationalDiversity