Abstract: As organizations worldwide confront the reality of aging workforces, understanding how to activate the valuable contributions of older employees becomes increasingly critical. This article synthesizes emerging research on age-inclusive human resource practices and their relationship to voice behavior among older workers, examining the mechanisms through which equitable workplace policies encourage experienced employees to share insights and challenge the status quo. Drawing on signaling theory and conservation of resources perspectives, we analyze how organizational practices send signals about safety and value that influence older workers' willingness to engage in voice behavior, with job crafting toward strengths serving as a key mediating mechanism. We also explore the moderating role of negative age-based metastereotypes as boundary conditions that can attenuate these positive effects. The article synthesizes evidence from recent empirical studies, including the groundbreaking work of Peng et al. (2024), and extends the discussion to organizational implementation strategies across three industries. With nearly half of China's working-age population projected to be over 45 by 2030 and similar demographic shifts occurring globally, our analysis provides actionable guidance for practitioners seeking to leverage the crystallized intelligence of mature workers while addressing the psychological and structural barriers that inhibit their participation in organizational improvement efforts.
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