What Do You Believe About Age and Capability?

In 2019, Diane Greene, co-founder of VMware and former CEO of Google Cloud, was in her mid-60s when she helped oversee Google’s cloud expansion, driving innovation in a highly competitive industry. At the same time, Whitney Wolfe Herd, the 25-year-old founder of Bumble, was revolutionizing the dating app market by putting women in control of the conversation.

These stories may surprise you—but they shouldn’t. Age doesn’t define capability. Yet, how often do we let stereotypes shape our beliefs about what people can or cannot achieve?

When you see someone older stepping into a new challenge, do you assume they’re resistant to change—or do you see a lifetime of resilience and expertise? When a younger professional takes charge, do you dismiss their ambition as arrogance—or underestimate the brilliance behind fresh ideas?

These snap judgments reveal the biases we carry, shaping how we perceive others before they’ve even said a word. But here’s the real question: What evidence do you have to back up those beliefs?

The Subtle Tyranny of Ageism

Ageism isn’t just a personal bias—it’s systemic. It hides in workplaces, policies, and everyday interactions, quietly shaping decisions and opportunities.

Consider the assumption that older professionals can’t adapt to new technology or that younger leaders lack emotional intelligence. These stereotypes aren’t just false—they’re costly.

Take this scenario: A manager is deciding between two candidates for a senior leadership role. One is 28, armed with a tech-savvy résumé. The other is 58, with decades of leadership experience. Without realizing it, the manager leans toward the younger candidate, assuming they’re more innovative and adaptable.

But is that choice based on fact—or bias?

Studies suggest it’s likely the latter. Research shows that 54% of workers aged 50 and older actively pursue skill development, including tech training. Meanwhile, McKinsey finds that diverse teams—including age diversity—are 35% more effective at decision-making and problem-solving. Experience doesn’t stifle innovation; it enriches it.

The Myth of Youthful Brilliance

There’s another myth worth challenging: the idea that innovation belongs solely to the young.

Data from the National Bureau of Economic Research reveals that the average age of successful startup founders is 45. Founders in their 50s are twice as likely to succeed as their younger counterparts. Why? They bring deeper networks, refined expertise, and a well-tested ability to navigate challenges.

This doesn’t diminish the accomplishments of younger professionals—far from it. It highlights an essential truth: brilliance isn’t exclusive to one generation. It thrives in collaboration, where fresh ideas meet seasoned wisdom.

The Cost of Bias

Age-based stereotypes don’t just harm individuals—they weaken organizations.

When businesses undervalue older employees, they lose institutional knowledge, leadership stability, and the potential for mentorship. When they dismiss younger employees as inexperienced, they miss out on fresh perspectives and bold ideas.

The impact is staggering. According to AARP, age discrimination costs the U.S. economy $850 billion annually in lost productivity and premature retirements. Yet, 85% of workers say they want to collaborate in multigenerational teams. The disconnect lies not in desire but in the biases that prevent these collaborations.

Ageism isn’t just bad ethics—it’s bad business.

Challenging Your Own Beliefs

So let’s make this personal. What assumptions do you carry about age and capability?

• When you meet an older professional, do you question their adaptability—or ask how their experience could strengthen your team?

• When a younger leader proposes a bold idea, do you dismiss it as naive—or evaluate its merit?

• Are your decisions guided by evidence, or by stereotypes?

Bias thrives in the shadows of unchecked assumptions. Confronting it requires intention.

Fact-Checking Your Biases

Here are three ways to challenge your own assumptions about age:

1. Follow the Results: Let performance—not age—guide your decisions. Who consistently delivers results, regardless of generational stereotypes?

2. Ask, Don’t Assume: Is that older colleague truly unfamiliar with new technology, or have they simply never been asked to demonstrate their knowledge?

3. Foster Collaboration: Pair younger and older employees in cross-generational partnerships and watch how innovation flourishes when diverse perspectives unite.

A Business Case for Inclusivity

Organizations that embrace age diversity don’t just perform better—they thrive. Multigenerational teams combine wisdom with innovation, blending the strengths of every generation.

To make this a reality, leaders must act intentionally:

• Invest in Bias Training: Help employees recognize and address unconscious beliefs about age.

• Prioritize Competence Over Assumptions: Ensure hiring and promotions focus on skills and achievements, not stereotypes.

• Create Reverse Mentorship Programs: Encourage knowledge-sharing between younger and older employees to build mutual respect and collaboration.

The Bigger Question

Ultimately, addressing ageism starts with self-reflection.

What do you believe about the people around you—and why? Are your beliefs grounded in fact, or shaped by stereotypes you’ve absorbed over time?

Here’s the truth: Everyone—young and old—brings something valuable to the table. By challenging our biases and making space for all voices, we can create workplaces and communities that thrive on inclusivity, innovation, and mutual respect.

So, what do you believe? And more importantly, are you ready to let evidence—not assumptions—guide your decisions?

This is your moment. Rethink what you know, confront your biases, and choose to see others for who they truly are—not who you assume them to be.

Sources:

1. Diane Greene’s leadership at VMware and Google Cloud: “The New York Times,” “How Diane Greene Built and Ran Google Cloud,” April 2020.

2. Whitney Wolfe Herd’s success with Bumble: “Forbes,” “Youngest Self-Made Billionaire Women,” February 2021.

3. Research on startup founder success rates: National Bureau of Economic Research, 2018 Study.

4. McKinsey research on team diversity: McKinsey & Company, “Diversity Wins,” May 2020.

5. AARP data on age discrimination costs: AARP, “The Economic Impact of Ageism,” 2020.