What does modern AGEISM look like?

I sit down with Australia's Age Discrimination Commissioner, Robert Fitzgerald AM, to talk about what ageism looks like in the workforce, identifying self-directed ageism and how you can combat it.

If you’re in your 50s or 60s and still want (or need) to work, you might also be craving more flexibility — and a role that offers real satisfaction. But instead, you may be hitting invisible walls: silent biases, unspoken assumptions, or rigid systems that haven't kept pace with longer lives.

In this week’s Prime Time, I sit down with Robert Fitzgerald AM, Australia’s Age Discrimination Commissioner, to unpack how modern ageism shows up in the workplace — and what we can actually do about it.

From biased AI recruitment tools to “too experienced” labels, we explore both the structural and self-directed forms of ageism that limit people right in their prime — and how we can build a future where longer lives mean better, more fulfilling work lives too.

Whether you’re navigating your own career pivot or managing others at work, this is an essential conversation about ageing — and the future of work — in Australia.

LISTEN TO THIS EPISODE OF THE PODCAST HERE:

• LISTEN ON APPLE PODCASTS

• LISTEN ON SPOTIFY

Highlights of the conversation:

• What’s really stopping us from working longer? Australians are living longer than ever — but many in their 50s and 60s are hitting silent barriers at work. I ask Robert Fitzgerald if it's really ageism at play — or something deeper in our systems and assumptions.

• Why 50 is not the beginning of the end: Life expectancy is pushing 95. That puts 50-year-olds at midlife, not the final stretch — yet the workforce still treats midlife as a wind-down period. Robert shares how our systems are stuck in outdated models.

• When “too experienced” works against you — Managers might admire older workers — but still see “too many skills” as a liability. We unpack why flexible roles, honest conversations, and thoughtful transitions are still missing in most organisations.

• Ageism starts with us — We dive into self-directed ageism — the unconscious beliefs we hold about our own age and abilities — and how those ideas can quietly shut doors before others even do it for us.

• Why ageism affects women differently — Robert explains that older women, particularly those over 55, face much greater disadvantage in the workforce than men — and that we need to acknowledge this gender gap directly if we want to drive change.

• Support does exist, if you know where to look. Robert points to government programs — like those available through Workforce Australia — that can support mature age workers and employers alike.

---

---

---

From Bec’s Desk

A lady posted on my LinkedIn last week that I must be kidding myself if I thought anyone had a choice in their fifties and sixties to “keep working.” She told me she was really just biding her time in the workforce until ageism “got her” and she was forced out.

Her comment hit me because it reflects something so many people in midlife feel but don’t always say out loud. The reality is, once you cross into your fifties, the corporate landscape can feel a lot tougher. Roles are harder to land, opportunities feel thinner, and even if you’re excellent at what you do, there’s this underlying sense that the clock is ticking and you might be pushed aside, whether you’re ready or not.

But here’s the thing: while we can’t control every external factor, like the biases that exist in workplaces, we do have more agency than we sometimes give ourselves credit for. The power to keep working isn’t always about clinging to the traditional nine-to-five in a corporate job. It can be about reshaping how you work, where you put your skills to use, and how you value yourself. Some people double down on portfolio careers. Others step sideways into consulting, self-employment, or even something entirely new that gives them flexibility and purpose.

It’s not easy to reposition yourself, but once you start, you might find your curoosity ignites and the whole process becomes easier. Here are a few practical moves that I think make a difference:

• Keep your skills fresh. dive into short courses, certifications, or even free online learning send a strong signal that you’re not standing still. Employers and clients want proof of currency, not just years of experience anymore.

• Build your network while you’re working. Many new opportunities come through people who already know and trust you. Midlife is the time to nurture those connections so you don’t have to come in cold for new opportunities.

• Think portfolio life, not single career path. This can mean a shift of mindset - building up some different work activities - consulting, contracting, or part-time roles can add up to a satisfying and resilient income mix.

• Lean into what makes you different. Decades of experience, people skills, and problem-solving can be packaged into mentoring, coaching, or advisory roles. But you need to do a bit of realistic self-analysis to understand what it is that could become your secret sauce.

But let’s be real: it’s not all on us. Workplaces also need to shift. Not because they want to keep your “wisdom” or “capability” – let’s be honest, most executives don’t lie awake at night worrying about that. What they do care about is this: older workers stick around longer, they save money on recruitment churn, customers trust them, and they keep the show running without drama.

And now we’re stepping into an AI-shaped world, which changes everything again. The fear for many people in their fifties and sixties is: what if I get left behind? Well I am a firm believer that ‘curious’ older workers who are supported to learn new tools and mix them with their lived experience can become the most valuable people in the room. (So stay curious!) You’ve seen the cycles, you know what matters, and when you layer AI skills on top of that, you can be unstoppable.

That means businesses need to do more than just talk about inclusion. They need to build roles, training, and flexibility that help people stay not just employable, but AI-proof. And managers — especially younger ones — need to get over the idea that someone who’s “been there, done that” is a threat. Wanting a change of pace doesn’t equal boredom; it often means reliability, steady contribution, and a chance to make everyone else’s job easier.

Rant over!

Have a great week. Think about what you could do in your workplace to make it a little less ageist this week or to prime yourself against ageism - is there a proactive step you could take?

And if you haven’t already got it, get your copy of Prime Time: 27 Lessons for the New Midlife here.