An opinion piece argues that ageism against professionals over 60 in corporate South Africa is unjust and shortsighted, ignoring their experience and wisdom. Despite claims of equal opportunity, stereotypes sideline older employees, leading to lost institutional knowledge. The article calls for age diversity as a strategic imperative for innovation and resilience.
In corporate South Africa, ageism persists as a stubborn bias, particularly against workers over 60, according to an opinion piece published on November 17, 2025, in Daily Maverick's Opinionista section. The article contends that older professionals are often misjudged as slow, inflexible, or technologically inept, despite their proven capabilities. This exclusion results in a loss of wisdom, resilience, and strategic depth in organizations that prioritize youth and agility.
The piece emphasizes the unique contributions of older employees, who have navigated economic cycles, technological revolutions, and shifting consumer landscapes. They offer lived insights, serving as natural mentors with emotional intelligence honed over decades. Their leadership is collaborative, patient, and focused on building trust and cohesion—essential skills in volatile business environments. Older workers also demonstrate strong work ethics, consistency, and loyalty, making them less likely to job-hop compared to younger professionals.
Challenging the notion that older workers resist change, the article notes that many over 60 have embraced digital transformation and upskilled, with some learning programming languages like Cobol, Pascal, and Basic in the late 1970s and early 1980s. They blend traditional wisdom with modern tools, fostering thoughtful innovation by asking critical questions and maintaining strategic caution.
Globally, experience is valued in roles such as heads of state and judges, yet businesses often ignore this. The article cites a Boston Consulting Group study, 'How Diverse Leadership Teams Boost Innovation,' which found that companies with above-average diversity, including age diversity, reported innovation revenue 19 percentage points higher than those with below-average diversity.
Ultimately, the piece argues that age diversity is a business case, not just a moral one. It urges organizations to actively value older professionals, create growth pathways, and confront ageism to build inclusive, future-ready workplaces. 'Age is not just a number. It is a testament to a lifetime of learning, growth, and achievement,' the author writes, positioning the over-60 workforce as 'a bridge to a wiser future.'