Brian Sloan argues it's not just young people who have much to offer 21st century Scotland

Energy and enthusiasm or stagnation and the status quo? Inspiring new ideas or just the same old way of doing things?

As Scotland celebrates its Year of Young People, we’ve rightly heard lots about the value that young workers can bring to the workplace, including third sector organisations. Their fresh outlook and energy can be infectious amongst colleagues of all ages. And in our fast-changing world, the skills of digital natives are much in demand.

At the other end of the scale, we often hear about the problem of an ageing workforce. But is it really fair to assume that older workers are standing in the way of new talent, blocking progress in their organisations? Or that they offer less than those who are younger?

They are certainly growing in numbers. More than 90,000 people over 65 are now in employment in Scotland, double the number in 2004. As we live longer and the state pension age rises, more are planning to work into their late 60s and beyond.

That might be bad news for those who can’t afford to retire when they wish. But the majority are in work because they choose to be, not just to pay the bills – and there’s no evidence they are taking jobs from younger workers. They cite the social side of working and a desire to contribute to society and share their skills.

We believe this can be very much a positive thing, with older and younger generations teaching, learning from, and inspiring one another. They are turning on its head the outdated notion that “old dogs can’t learn new tricks”.

Rather than treading water, more and more older workers are considering a career change, often choosing to work for a charity. They might be empty nesters returning to the workforce or retirees who decide they’re not ready to slow down.

Having already worked for decades, they tend to have a strong work ethic and commitment to customer service. Instead of trying to find their feet, they already know where their strengths and weaknesses lie. Choosing to work for a third sector organisation isn’t just a stepping stone – it is a well-thought out decision to follow their passion.

In the private sector, many businesses are already waking up to the benefits of diverse, multi-generational workforces. Employers such as B&Q are actively recruiting from the over-50 age group. With no default retirement age, their oldest employee is a 96-year-old checkout worker.

Older workers might not be as physically fit, or have grown up with smartphones and social media, but their lifetime of skills and experience are equally valuable assets. In many cases, they take younger workers under their wing, with both generations learning from each other.

National Express, JD Wetherspoon, McDonalds and Lloyds Banking Group are some more big names who have jumped on board to encourage older employees.

Unfortunately, this is not yet the norm. Our recent survey found that a quarter of workers over 40 have felt disadvantaged at work or when applying for jobs. Thousands of older workers across Scotland would love to be in work but aren’t, or feel stuck in jobs that don’t use their skills and passed over for promotion.

Ageism doesn’t make the same headlines as other forms of discrimination, but it is all too prevalent. Employers may not even be aware of a bias, unconsciously assuming older applicants will be a burden and don’t have the flexibility to learn new skills.

The Investors in Young People award is a fantastic way to support and encourage people at the beginning of their careers. But we would love to see a similar commitment to investing in older workers. This wouldn’t just benefit the over-50s age group, but organisations as a whole.

As well as recruiting these workers, employers should also look at creating more age-friendly workplaces. Investing in the health of all employees pays dividends in greater morale and staff retention and fewer sick days. Flexible working opportunities are equally valued by young families and older people with caring responsibilities.

The third sector is in a perfect position to lead the way in promoting age diversity. Charities already benefit from the huge contribution made by unpaid volunteers, many of whom are past retirement age. They hardly need convincing that dedication and commitment are far more important than the number of candles on a birthday cake.

Brian Sloan is chief executive of Age Scotland