This weekend, some friends told me about baby boomers they know starting brand new careers in their 50s and 60s as cabin crew for British Airways. It’s a fascinating move that’s rewriting assumptions about age in the workplace.

EasyJet has recently launched their “Returnship” campaign and it’s a brilliant example of how companies can rethink recruitment. Their initiative offers taster sessions for over 50s considering a career change. Research reveals that while half of over 50s would like a new career, many fear age-related rejection. EasyJet challenges this perception, proving that life experience, adaptability, and people skills are valuable assets at any age.

But why stop at cabin crew? This trend highlights something we’ve known for a long time but often forget – hiring older professionals isn’t just good for the individual, it’s transformative for organizations. Older workers bring something uniquely valuable to teams like deep experience, emotional intelligence, and perspective honed over decades. They’ve navigated a range of life and work challenges, making them excellent problem-solvers and mentors.

For companies, the benefits of a multigenerational workforce are enormous. Diversity of age means diversity of thought which can foster innovation, bridge generational gaps, and strengthen team dynamics. For younger employees, working alongside seasoned colleagues provides mutual mentorship opportunities that fast-track professional growth.

In a world grappling with talent shortages and shifting workforce dynamics, isn’t it time we stop seeing age as a barrier and start viewing it as a bonus? The over-50s aren’t done, they have so much to offer and businesses willing to embrace them will reap the rewards of a truly multigenerational workforce.