Diversity conversations rarely mention age - but they should. Older professionals are being edged out of the events industry, and with them goes invaluable expertise.
The UK workforce is ageing - nearly one in three workers is now aged 50 or over, according to the Office for National Statistics. Yet, in the UK events industry, the presence of older professionals drops dramatically with age. The Live Recruitment Diversity Report 2025 shows that just 11.1% of the workforce is aged 46–59, and only 1.5% is over 60. This stark contrast suggests that the industry may not be retaining, or recruiting, older talent in meaningful numbers.
This underrepresentation isn’t merely a demographic quirk - it reflects a wider trend. Research from the Centre for Ageing Better highlights that older workers often face assumptions of being “less adaptable” or “out of touch” in fast-paced, tech-driven sectors. In 2022, the CIPD found that only 42% of UK employers actively promote age diversity in their hiring and progression practices. In events, where energy, creativity, and digital fluency are highly valued, subtle age bias may be pushing experienced professionals out of the talent pipeline — long before retirement age.
That’s a missed opportunity. Older professionals bring deep industry knowledge, longstanding client relationships, and the kind of calm under pressure that can’t be taught. As teams age and clients diversify, intergenerational representation will matter more than ever. If the industry wants to be truly inclusive, it needs to treat age as a core part of the diversity conversation — not an afterthought. When age is perceived as a weakness, we lose the wisdom that the industry has spent decades building.
"Inclusion means valuing what every generation brings to the table. Age diversity isn’t optional — it’s essential." Laura Kelly, Managing Director, Live Recruitment
We can't afford to let age be the silent filter in our hiring and retention decisions.