Desire to retire: increasing age diversity in the workplaceDue to demographic changes in many industrialized countries, organizations are experiencing a increased age diversity (Hertel, Van der Heijden, de Lange, & Deller, 2013a). In the United States, this is due to the aging of the baby boom generation (Schram, 2006) and organizations must adapt to the changing demographics. In contrast, in Europe and China, the labor force is shrinking (Cheung & Wu, 2013; Schermuly, Deller, & Busch, 2014), forcing organizations to find ways to recruit and retain older workers. In this article, I will explore the increase in age diversity in the workplace as it relates to employment relations, age discrimination, the challenges of age diversity, and the benefits of diversity of ages. Labor Relations As the population ages, changes will occur in the labor relations between older workers and older workers. their employers. As workers age, they tend to perceive more limited room for growth within the organization and their main goal is to maintain their current job (Cheung and Wu, 2013). Older workers also have a higher sense of generativity, that is, a desire to pass on knowledge and skills to another generation (Schermuly et al., 2014). Both of these examples would lead to a more stable employment relationship between an aging workforce and their organizations. However, numerous studies have shown that older workers are targets of persistent negative perceptions (Hertel, Van der Heijden, de Lange, & Deller, 2013b). ; Hippel, Kalokerinos and Henry, 2013; Stereotype threat occurs when an individual believes that they may be the target of demeaning stereotypes (Hippel et al., 2013). Stereotype threat experienced by older people...... middle of paper ......3), 382-393. doi: 10.1177/0164027513508288 Schermuly, CC, Schroder, T., Nachtwei, J., Kauffeld, S. and Glas, K. (2012). Die Zukunft der Personalentwicklung. Eine Delphi-Studie [The future of human resource development. A Study of Delphia]. Zeitschrift fur Arbeits- und Organizationspsychologie, 56, 111-122. doi:10.1026/0932-4089/a000078 Schram, J. (2006). SHRM Workplace Forecast. Alexandria, VA: Society for Human Resource Management. Van der Heijden, BIJM, de Lange, AH, Demerouti, E. & Van der Heijde, CM (2009). Effects of age on the employability-career success relationship. Journal of Professional Behavior, 74(2), 156-164. doi:10.1016/j.jvb.2008.12.009Von Hippel, C., Kalokerinos, E.K., & Henry, J.D. (2013). Stereotype threat among older employees: Relationship with work attitudes and turnover intentions. Psychology and Aging, 28(1), 17-27. doi:10.1037/a0029825