In our latest Q5 Foundation webinar, we explored what it really takes to create inclusive, high-performing workplaces across generations. From moving beyond generational stereotypes to rethinking flexibility, knowledge sharing and the impact of AI, the session brought together different perspectives and practical ideas for organisations navigating an increasingly age-diverse workforce. Watch the full webinar below and sign up to receive future Q5 Foundation event invites and updates.
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Overview
On Thursday 24th September, we hosted The Multigenerational Workforce: Beyond the Myths, exploring how organisations can better understand and support an increasingly age-diverse workforce.
The session brought together Victoria Tomlinson, FRSA, CEO of Next-Up and author of Expiry Date Never: Age is the New Superpower, and Emmanuel Togoh, from We Are Purposed CIC and a Q5 Futures Taskforce 2026 member, alongside Q5’s Helen Kewell and Joe King.
Together, they explored some of the assumptions surrounding different generations at work and what sits behind them, from leadership and culture to psychological safety and the way work is designed.
The discussion also looked at the importance of knowledge transfer between generations and how AI is reshaping the workplace, particularly for those at the beginning of their careers.
Throughout the session, our speakers shared practical tools, personal experiences and different perspectives on how organisations can move beyond generational labels and create workplaces where people of all ages can contribute and perform at their best.
Key insights from the session
1. Move beyond generational stereotypes.
Differences at work are often less about age and more about leadership, culture, psychological safety and how work is designed. Generations can offer useful clues, but people should be treated as individuals rather than put into fixed boxes.
2. Design flexibility around people and roles, not assumptions.Flexibility is increasingly expected across generations, but access and confidence to use it can vary depending on role, seniority and individual circumstances. Clear conversations and role-based flexibility can help make it work more fairly in practice.
3. Make knowledge transfer a strategic priority.
As experienced employees leave the workforce and AI changes early-career work, organisations risk losing valuable institutional and tacit knowledge. Mixed-age teams, mentoring and reverse mentoring can help knowledge and fresh perspectives flow both ways.
4. AI makes human judgement even more important.
AI can accelerate research and productivity, but adaptability, experience, empathy and judgement remain critical skills in the workplace.
5. Line managers are central to making multigenerational working succeed.
Managers are often the people balancing different expectations around performance, flexibility, wellbeing and career progression. Their capability plays a key role in creating a healthy multigenerational workforce.
Watch the webinar below.
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Associate Partner, Q5 Foundation
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