AI, Employers, and the Multigenerational Workforce

Artificial intelligence (AI) is now a standard feature of the modern workplace. Findings from AARP’s Employers and AI study show that most U.S. employers are already using AI tools to support everyday work, while investing heavily in training to help employees adapt. At the same time, patterns of use and engagement differ by age and role, underscoring the importance of inclusive strategies that leverage the strengths of a multigenerational workforce.

AI adoption is widespread — but engagement differs

Nearly 9 in 10 employers (88%) report that their organization currently uses artificial intelligence, with another 10% planning to adopt it. For most organizations, deciding how to use AI has not been a major barrier: 85% say determining how to integrate AI into work tasks has been somewhat or very easy. Employers largely view AI as a positive force — 55% consider AI a major opportunity for employees, while just 6% see it primarily as a threat.

Despite this broad adoption, intensity of use varies across the workforce. High‑engagement AI use — defined as three‑quarters or more of employees using AI in daily work — drops from 38% overall to just 22% among employees 40 and older. Decision‑makers tend to rate themselves as highly knowledgeable about AI (64%), while viewing employees as more moderately informed, pointing to an ongoing need for learning and support.

Experienced employees shape AI strategy

Older workers play a central role in guiding how AI is adopted. Nearly half of employers (46%) say that most or all decisions about how and where to use AI are made by employees 40 and older. This suggests that while older employees may use AI less frequently day‑to‑day, they are critical contributors to strategic decision‑making and governance around AI use.

AI is used to augment a wide range of tasks

Employers report using AI across many aspects of work. The most common uses include researching and finding information (93%), data analysis and decision support (90%), and writing or editing content (87%). Automation of repetitive tasks (86%), creative brainstorming (84%), and meeting summaries or note‑taking (83%) are also widespread. These patterns indicate that AI is most often used to enhance productivity and decision‑making rather than to replace workers outright.

Training is common, ongoing, and often required

Training is a cornerstone of employer AI strategies. More than 8 in 10 organizations (83%) provided AI‑related training in the past year, and 69% also encourage employees to pursue AI learning on their own. Among those offering training, three‑quarters rely on internal programs, most often delivered on an ongoing basis rather than as one‑time sessions.

AI training is frequently mandatory. Two‑thirds of entry‑level employees (67%), 71% of mid‑level employees, and 63% of senior‑level employees are required to complete AI training when it is available. Employers report that these efforts are generally well received: 68% say they have heard positive feedback from employees about AI‑related training.

A multigenerational lens is central to AI readiness

Employers emphasize inclusivity in their approach to AI. Nearly all organizations (97%) say they take steps to ensure AI training is accessible and inclusive for employees of all ages and backgrounds, such as offering materials in multiple formats, designing content for varying skill levels and providing peer or mentorship support.

More broadly, employers strongly value a multigenerational workforce. Two‑thirds (66%) say it is very important to have employees from multiple generations, and another 33% say it is somewhat important. Employers report that mixed‑age teams boost productivity (93%), increase empathy across generations (88%), and strengthen informal mentoring (87%) — all factors that can support more effective and responsible AI adoption.

Methodology

This analysis is based on an online survey of 1,019 U.S. employers conducted from November 24 to December 9, 2025. Respondents were leaders in human resources, operations, administration, or executive roles at organizations with 50 or more employees and influence over workforce or strategic decisions. Results were weighted by company size to reflect the distribution of U.S. employers.

For more information, please contact Rebecca Perron at rperron@aarp.org. For media inquiries, contact External Relations at media@aarp.org.