Dive In: Challenging generation ‘myths’ is key to busting age bias

Breaking down unconscious segregation between generations is key to challenging age bias and separating “myth” from reality.

This is according to Jessica Amartsombat-Foskett, senior catastrophe and reporting analyst at Arch Insurance, who noted that age segregation is a barrier to multi-generational collaboration that “teams don’t realise is happening” and can be charged by assumptions. 

Amartsombat-Foskett spoke during last week’s (16 September 2025) Dive In Festival during a session entitled Mind the generational gap – Bridging differences in the hybrid workplace.

For example, she explained that one common stereotype is that younger generations do not want to be in the office, that they are glued to phones and often question managers.

However, after feedback she found that younger employees are missing out on social interaction because of lockdown and can visualise themselves better in teams where people are in the office four times a week.

Describing how these assumptions can range from the hiring process to theworkplace, Amartsombat-Foskett said: “You have that company description [that] you’ll be joining a young and energetic team [and] using that terminology can discourage people from applying.

“There’s [also] the stereotyping going on in the workplace [where people are] making assumptions about someone being less capable or [that] they’re not getting the technology or they’re a bit young [and] don’t know if they can actually do that.”

Age discrimination can also take the form of generation stereotypes. For instance, boomers being out of touch, generation X being cynical, generation Z being entitled and millennials being the first digital natives.

Esther Glen Gowing, director of client service at Willis Towers Watson, stressed to delegates that when there are different generations within a team, effective working is about communicating in the best way to all of those individuals to ensure no one is isolated.

She added: “If you’ve got a team of millennials and gen Zs, but only one gen X that you’re not including in your communications and you’re not making sure that they are understanding what’s going on with the rest of the team – that gen X is going to get a little bit more cynical.

“Don’t go out of your way to reinforce the stereotypes – bring the actual individuals and their personalities together.”

Systemic gaps

Speaking on Mercer’s Global Talent Trends research, Lucy Brown, UK fair pay and diversity equality and inclusion consulting leader at Mercer, revealed that 77% of employees have witnessed age discrimination in the last year alone.

She said: “These aren’t necessarily just interpersonal challenges, but they reflect those systemic gaps about how organisations are designing work, communicating opportunities and how they’re rewarding contributions as well.”

Mercer’s inclusion survey data also revealed that 67% of employees agreed that age bias significantly limits diverse thinking.

This is not just exclusive to younger employees, as Brown explained that research shows workers aged 55 or older are less likely to receive formal training or development opportunities and, therefore, have a lower level of trust in organisational upskilling.

“This leaves that group particularly vulnerable to skills obsolescence, feeling undervalued when it comes to promotion and high impact projects and may lead to stagnation in career or premature exit,” she continued.

“Likewise, when we think about younger employees, particularly those potentially just entering the workforce earlier on in their career, they often struggle to gain equitable pay or establish credibility, especially in industries where experience is highly prized [and] similar to the insurance industry historically.”