The workforce is getting older. Governments across Europe are pushing retirement ages higher, yet a stubborn stereotype keeps getting in the way: the over-55 employee, it’s assumed, is inflexible, disengaged, and already mentally checked out. It’s a cliché that shapes hiring decisions, team dynamics, and career conversations – and according to the latest research, it’s entirely wrong.
At a recent AMS Impact Webinar on age-inclusive careers, three leading voices – Professor Peggy De Prins of Antwerp Management School, Bjorn Cuyt of the Province of Antwerp–VDAB, and Aquafin HR Director Sabine Schellens – made a compelling case that organisations clinging to this outdated image are leaving real value on the table. Their shared message was clear: age is not a liability. Handled well, it’s one of the most underused competitive advantages a company can have.
So what does it actually take to build a workplace where experienced employees thrive? The answers are more practical – and more urgent – than most managers realise.
1. The older worker doesn’t exist
When we talk about “the 55-plus worker,” we often overlook how diverse this group really is. Some are hungry for new challenges, eager to mentor others, or ready for a career change. Others are seeking more balance, calm, or new ways to apply their expertise.
These differences are even greater than among younger age groups. That’s why a one-size-fits-all approach doesn’t work.
“The experienced employee requires a tailored approach,” says Professor Peggy De Prins. “We need to let go of the idea that everyone at this stage is ‘winding down.’ Some are actually gearing up.”
2. The clichés aren’t true
Research and real-world experience paint a very different picture. Many 55-plus workers are loyal, motivated, and eager to learn. They want meaningful work, a sense of belonging, and opportunities to share their knowledge.
“We conducted research together with Antwerp Management School to understand how our 55-plus employees feel about their jobs. And what did we find? Most simply want to keep doing meaningful work. They want to make a difference and put their experience to good use. That image of the employee just counting down to retirement – we don’t recognise it.” – Sabine Schellens, HR Director at Aquafin
3. Employers are missing opportunities
By clinging to stereotypes, organisations miss out on valuable opportunities. Those that actively engage older employees gain stability, expertise, and commitment. Mixed-age teams also tend to be more productive and innovative.
The importance of perspective cannot be overstated.
“Many employers mistakenly believe that workers over 55 will only stay for a few more years. In reality, it often means more than 10 years of valuable experience. If you overlook that potential, you lose out as an organisation.” – Bjorn Cuyt, Directeur provincie Antwerpen at VDAB
4. Lifelong learning doesn’t stop at 50
One of the biggest misconceptions is that older employees no longer want to learn. The reality is that they sometimes receive fewer opportunities. Staying too long in the same role can limit informal learning chances – and that affects motivation.
Dialogue is key: it shouldn’t be imposed from the top, but should involve a conversation about what someone needs to continue developing. This can be done through small steps – coaching, intergenerational learning, or simply openly discussing challenges.
“Learning doesn’t always have to mean an expensive course. It starts with the courage to say, ‘I’m not quite getting this anymore, can you help me?’ and doing so without judgment.” – Peggy De Prins, Professor HRM at Antwerp Management School
5. Break the taboos
Conversations about retirement, caregiving, or menopause are still often considered off-limits. That makes it hard to implement truly inclusive policies. Companies that do break taboos notice employees feel recognised, and that pays off.
At Aquafin, for example, menopause isn’t yet an explicit topic, but it does come up occasionally:
“We’ve seen that people do want to talk about it, just not in a group,” says Schellens. “That’s why it’s our job to create space, just as we do for caregivers or young parents.”
6. Leadership is key
Age-inclusive policies don’t require massive reforms, but they do require conscious leaders. Managers who dare to ask: How are you doing? What do you want to achieve? What challenges are you facing?, not in a patronising way, but from a place of trust.
“It starts with language,” says De Prins. “We need to be careful with statements like ‘you still handle this task well’ or ‘will you still manage such a project?’ Using the word ‘still’ unconsciously penalises someone for their age.”
“The average 55-plus worker still has over 10 years of valuable experience to offer. It’s time to leverage that asset.” – Peggy De Prins, Professor HRM bij Antwerp Management School
Those who make space for diverse careers gain both humanity and results.
