Navigating the age mosaic of employees: unveiling insights into age diversity strategies in modern workplaces

Diversity management is a contemporary human resource (HR) trend that underscores the development of human potential through the respectful consideration of age, gender, culture, health, sexual orientation, race, religion, and overall organizational diversity. However, the effectiveness of these practices remains inconsistent. With regard to demographic developments, the importance of age diversity is increasing. Organizations are starting to realize that age diversity is a problem and that it matters. The current findings help elucidate major considerations for this urgent matter. This article seeks to illuminate the existing research gap by identifying the nuanced factors characterizing organizations concerning age management and the promotion of intergenerational cooperation. Conducted through quantitative research (ordinal and nominal data) utilizing the Computer Assisted Web Interviewing method (n1 = 201) in diverse organizations representative of the Czech Republic’s composition (we use factor analysis and ANOVA), as per the Czech Statistical Office, our findings emphasize the prevalent concern for age-related aspects within organizations. Three key factors emerged as pivotal in characterizing organizations based on their approach to age diversity and intergenerational cooperation: (1) diversity, equality, and inclusion; (2) age management implementation; and (3) flexible employment. Notably, our research revealed a statistically significant disparity in organizations’ approaches to age diversity based on their sector and size. This study not only contributes valuable insights into the current landscape of age diversity strategies but also underscores the existing research gap, emphasizing the need for further exploration and targeted interventions in this evolving field of organizational behavior and HR management.