In 2035, the first wave of Generation Alpha—those born between 2010 and 2024—will be walking into their first proper jobs. Will they help kill off workplace ageism once and for all, or are we heading for something worse?
The answer isn’t as straightforward as we’d like.
Meet Generation Alpha: the pragmatic realists
Let’s start with who these young people are. According to Australian social researcher Mark McCrindle, “Each generation is a reaction to the one that went before, and the Alphas (born between 2010 and 2024) are no different. For them, the behavioural pendulum is swinging back to fiscal conservatism and social pragmatism.”
Unlike their parents, who grew up during relatively stable times, Gen Alpha has been shaped by economic chaos. They’ve watched housing prices skyrocket, seen their families struggle with cost-of-living pressures, and witnessed global uncertainty become the norm. This has made them incredibly focused on financial security. Not the old-fashioned “job for life” kind, but the sort that lets them actually afford the life they want.
They’re also the first generation to grow up completely immersed in technology. Many learned to swipe before they could properly walk. They’ve had smartphones and tablets as constant companions, and are searching for answers through artificial intelligence. All that digital exposure? It’s created a generation of remarkably practical thinkers who know how to cut through the noise to get what they need.
But here’s where it gets interesting—they’re also plugged into global conversations and diverse viewpoints in ways previous generations never were. That kind of exposure tends to create more thoughtful, reflective people.
Delayed starts with massive influence
Unless the global economy does a complete turnaround (with AI taking over more jobs, that seems unlikely), Gen Alpha will probably stay in education longer than their predecessors. We’re talking university, trade courses, online certifications—whatever it takes to stay competitive. Many will likely be living at home well into their late twenties or early thirties.
They’re not in any rush to settle down either. This generation is more likely to spend their twenties travelling, exploring, and figuring out what they actually want before committing to serious careers or starting families.
But we should perhaps avoid thinking delayed workforce entry means a lack of influence. By 2029, Gen Alpha’s spending power is expected to hit more than US$5.46 trillion. That’s serious money, and companies are already scrambling to understand what makes them tick.
What’s fascinating is how they’re already working, just not in traditional ways. They’re starting YouTube channels, building social media followings, launching online businesses, and creating multiple income streams before they’ve even finished school. It’s all part of their pragmatic approach to securing their financial future—why put all your eggs in one employment basket when you can diversify?
The AI elephant in the room
Here’s where things get blurry. While Gen Alpha might naturally challenge age-based thinking, the rise of AI could make ageism worse, not better.
We’re already seeing AI recruitment tools that discriminate against older workers, often without anyone realising it’s happening. These systems look at CVs with decades of experience and think “overqualified” or “expensive” and filter them out automatically. It’s not deliberate, but it’s devastating.
The U.S. Equal Employment Opportunity Commission had to step in and settle a case in 2023 against iTutorGroup, an online education company, for exactly this problem—their AI was systematically excluding older candidates.
The tech industry hasn’t exactly covered itself in glory when it comes to age discrimination. Remember the IBM lawsuit where older workers were allegedly called “dinobabies”? That’s the kind of attitude we’re still dealing with.
Research from the Oxford Institute of Population Ageing shows that older workers are most at risk from AI-driven job changes. They get stuck with stereotypes about being “bad with technology” or “set in their ways,” which creates a vicious cycle where they’re excluded from training opportunities that could help them stay current.
But—and this is important—AI could also be part of the solution. When it’s designed properly, it can focus purely on skills and remove human bias from hiring decisions. It can also create personalised learning systems that help older workers upskill at their own pace.
The freelance escape route
This is where things get hopeful. For people facing age discrimination in traditional employment, freelancing offers a completely different playing field. When you’re freelance, your experience is in demand and is not deemed your weakness.
Suzanne Noble, who co-founded the Startup School for Seniors, has an amazing story which shows what’s possible when you refuse to be written off.
“I got banned from Tinder. Not for what you’re thinking,” Noble begins in a LinkedIn post, and trust me, this story gets better.
She was in her fifties, trying to revive the music career she’d put aside in her twenties. She joined Tinder, but instead of just posting selfies, she included a poster for her upcoming gig at the Green Note in Camden.
What started as a ban turned into the best thing that could’ve happened for my music career.
–Suzanne Noble, Founder of Startup School for Seniors
“Tinder didn’t like that. They banned me. (And I’m still banned over 5 years later),” Noble explains.
But here’s the twist—that ban turned into the best career move she never planned. Three people had swiped right and showed up to her gig. One of them brought a friend who managed a local pub, and that friend offered Noble a residency. That led to private bookings, more gigs, and connections with other musicians.
“What started as a ban turned into the best thing that could’ve happened for my music career,” Noble reflects.
Now she helps others find their own unexpected opportunities through Startup School for Seniors. As she puts it, it’s not just about starting a business—”it’s about spotting possibilities, building confidence, and creating something you love.”
“If I can restart my career in my fifties, so can you,” Noble says.
So, what’s the verdict?
Will Generation Alpha make ageism better or worse? Honestly, it could go either way, and that’s what makes this moment so crucial.
On one hand, AI bias could make age discrimination more systematic and harder to spot. On the other hand, Gen Alpha’s focus on skills over credentials, their entrepreneurial mindset, and the growing freelance economy could create opportunities for older workers that simply didn’t exist before.
Gen Alpha seems to care more about what you can do than how old you are when you do it. They’re more apt to build businesses with sixty-year-old YouTubers and learning from seventy-year-old TikTok stars. That kind of thinking could genuinely challenge the age-based hierarchies that have dominated workplaces for decades.
Meanwhile, the freelance market is proving that experience has real value when it’s allowed to compete on merit and mentorship rather than assumptions.
The truth is, beating ageism isn’t just up to Generation Alpha—it’s something all of us need to work on. But their arrival in the workforce represents our best chance in years to finally consign age discrimination to the dustbin of workplace history, where, frankly, it belongs.
Here’s hoping Gen Alpha will also be the generation that sees the value of “good old-fashioned” job creation.
Get access to news and views impacting recruitment and the freelance economy every week.
Sign up for the FI’s newsletter and become a more informed freelancer today:
