In a bustling New York City classroom, over 20 seniors aged 60 and above gathered for Senior Planet’s “Intro to Chatting with AI” class, challenging widespread stereotypes about older Americans and technology adoption. The AARP subsidiary program has seen growing interest since its 2023 debut, with courses expanding to include AI for small business owners, AI for communication, and AI detection.
The class, led by trainer Brian Rapsey, introduced students to major AI platforms including ChatGPT, Microsoft Copilot, and Google Gemini, explaining each tool’s advantages and capabilities. Students learned the difference between predictive and generative AI, explored practical applications from vacation planning to resume optimization, and witnessed demonstrations of AI’s evolving capabilities, including dramatic improvements in AI-generated video quality over the past two years.
Participants brought diverse motivations to the classroom. Ricardo Strobert, 72, a retired music teacher, plans to use AI for property research and historical investigations. Eileen Rose, 72, recently laid off from a biotech startup, attended to enhance her job search prospects and optimize her resume using ChatGPT. David Pace, 72, hopes AI skills will improve his employability and assist with writing and art projects. Sandra Smith, 69, a retired executive assistant, already uses Gemini and ChatGPT extensively, describing it as “a whole other world.”
Despite enthusiasm among older learners, significant age discrimination persists in AI-related hiring. A 2024 Generation survey revealed stark disparities: while 57% of U.S. hiring managers would likely hire 25-34 year-olds for AI-intensive roles, only 7% said the same for candidates 65 and older. More than half admitted unwillingness to consider older applicants for these positions.
However, Mona Mourshed, CEO of Generation, noted promising trends: “There is a population of mid-career, older workers who not only are power users, but they are actually seeing the productivity benefits, and they’re enjoying their work more.”
The class covered practical applications including creating personalized content, visual problem-solving with image recognition, and understanding AI limitations. Students learned about misinformation risks, data privacy concerns, and the importance of detailed prompting. Many expressed plans to continue their AI education through advanced courses, demonstrating that older Americans are eager participants in the AI revolution rather than passive bystanders.
Key Quotes
Every single industry is being affected by AI
Trainer Brian Rapsey emphasized AI’s pervasive impact to his senior students, setting the stage for understanding why AI literacy matters regardless of age. This statement underscores the urgency for workers of all ages to develop AI skills.
The great news is that there is a population of mid-career, older workers who not only are power users, but they are actually seeing the productivity benefits, and they’re enjoying their work more. They are figuring out how to make the most of AI, and we should make the most of them in the workplace.
Mona Mourshed, CEO of Generation, challenges age-based hiring discrimination by highlighting that older workers are successfully adopting AI and experiencing tangible benefits. Her statement advocates for recognizing and leveraging this demographic’s AI capabilities.
I want to stay updated on tech because I don’t watch television anymore. Everything I do is online, from paying rent to hanging out. I found Gemini and ChatGPT, and it’s like a whole other world has opened up.
Sandra Smith, 69, a retired executive assistant, illustrates how older adults are already deeply integrated into digital life and eager to expand their technological capabilities. Her experience contradicts stereotypes about seniors avoiding technology.
I figured this is dramatically changing the world, so let me at least find out about it because I hopefully have 30 more years left. A lot has changed in the job market, and I feel almost like a Luddite.
Eileen Rose, 72, recently laid off and job hunting, demonstrates the practical career motivations driving older workers to learn AI. Her comment reveals both the pressure to stay relevant and the determination to adapt despite feeling behind technologically.
Our Take
This article exposes a critical disconnect between hiring biases and actual workforce capabilities in the AI era. The stark 57% versus 7% hiring disparity for AI roles based solely on age represents institutional ageism that companies can no longer afford—literally and figuratively. These seniors aren’t just dabbling; they’re applying AI to real-world problems from resume optimization to business operations.
The irony is profound: while companies desperately seek AI talent, they’re systematically excluding a motivated demographic with decades of professional judgment, client relationships, and industry knowledge. AI tools don’t require youth—they require critical thinking, domain expertise, and adaptability, qualities that don’t diminish with age. As AI democratizes technical capabilities, the competitive advantage shifts to experience and wisdom in applying these tools effectively. Organizations clinging to age-based hiring preferences are creating their own talent shortages while exposing themselves to discrimination liability in an increasingly age-diverse workforce.
Why This Matters
This story challenges pervasive ageism in the AI workforce while highlighting a critical demographic shift in technology adoption. As AI becomes ubiquitous across industries, the 7% hiring likelihood for workers 65+ versus 57% for younger workers in AI roles represents both a massive talent waste and potential legal liability for age discrimination.
The enthusiasm demonstrated by Senior Planet students reveals an untapped workforce resource. These older workers bring decades of professional experience, institutional knowledge, and problem-solving skills that, combined with AI literacy, could provide competitive advantages. Their willingness to learn contradicts hiring managers’ biases and suggests companies may be overlooking qualified candidates based on age stereotypes rather than actual capabilities.
As AI tools become essential workplace skills rather than specialized knowledge, organizations that fail to train and retain older workers risk losing valuable expertise while facing potential discrimination claims. The growing senior education market also signals business opportunities for AI training programs tailored to older adults, who represent a motivated, growing demographic with purchasing power and career longevity.
Recommended Reading
For those interested in learning more about artificial intelligence, machine learning, and effective AI communication, here are some excellent resources: