Earlier this week, I received the incredible honor of being named one of Campaign Asia-Pacific’s inaugural 50 Over Fifty winners. It was one of those rare career moments that makes you pause and reflect—not just on the journey behind you, but also on what still lies ahead.
I’ll admit, I felt emotional. Not just because of the recognition itself, but because of what it represents. In an industry that constantly celebrates what’s new and next, being seen and celebrated for the value of experience felt both radical and deeply affirming.
The Youth Bias in Communications
Public relations is often perceived as a young person’s game. The industry thrives on energy, fresh perspectives, and the ability to adapt quickly. Agencies and brands are forever chasing the “next big thing” or the rising star who will redefine the future.
And don’t get me wrong, this passion for youth is powerful. It fuels innovation and keeps the industry evolving. I’ve mentored countless young professionals; our last three interns at Midas have all been award winners and have since gone on to take full-time positions with us. Nothing makes me prouder than watching them rise.
But somewhere along the way, our collective focus on youth has unintentionally pushed experience into the background. As if wisdom, resilience, and strategic depth were somehow less relevant in today’s high-speed communications world.
It’s time to change that.
Public relations is often perceived as a young person’s game. The industry thrives on energy, fresh perspectives, and the ability to adapt quickly. Agencies and brands are forever chasing the “next big thing” or the rising star who will redefine the future.
And don’t get me wrong, this passion for youth is powerful. It fuels innovation and keeps the industry evolving. I’ve mentored countless young professionals; our last three interns at Midas have all been award winners and have since gone on to take full-time positions with us. Nothing makes me prouder than watching them rise.
But somewhere along the way, our collective focus on youth has unintentionally pushed experience into the background. As if wisdom, resilience, and strategic depth were somehow less relevant in today’s high-speed communications world.
It’s time to change that.
What Experience Really Brings to the Table
Experience doesn’t just mean years; it means perspective. After decades in PR, you develop a kind of intuition that can’t be taught. You learn how to read a room, manage a crisis, and steer a brand through uncertain terrain with calm and clarity.
You also gain what I often call pattern recognition. The ability to spot the early signals of a reputational issue. The skill to identify when a bold idea is brilliant, and when it’s just risky. The patience to listen, really listen, before acting.
And above all, you build the kind of professional relationships that are the lifeblood of the communications industry. Not transactional connections, but trusted, long-term partnerships that only deepen over time.
This kind of value doesn’t diminish with age. In fact, it often grows stronger.
Experience doesn’t just mean years; it means perspective. After decades in PR, you develop a kind of intuition that can’t be taught. You learn how to read a room, manage a crisis, and steer a brand through uncertain terrain with calm and clarity.
You also gain what I often call pattern recognition. The ability to spot the early signals of a reputational issue. The skill to identify when a bold idea is brilliant, and when it’s just risky. The patience to listen, really listen, before acting.
And above all, you build the kind of professional relationships that are the lifeblood of the communications industry. Not transactional connections, but trusted, long-term partnerships that only deepen over time.
This kind of value doesn’t diminish with age. In fact, it often grows stronger.
Ageism Is Real and It’s Holding Us Back
Despite this, ageism is still an uncomfortable truth in PR. A 2022 Global Women in PR survey found that 23% of female PR professionals reported experiencing age discrimination, a number almost as high as those who experienced gender discrimination. And according to the PRCA’s last PR and Communications Census for APAC, just 3% of the industry population is aged over 54.
These statistics should concern us, not just from a diversity and inclusion perspective, but also from a business standpoint. We’re actively sidelining a powerful talent pool at a time when the communications landscape is more complex than ever.
Age diversity isn’t just the “right thing” to support; it makes our work better. Stronger. Smarter.
Despite this, ageism is still an uncomfortable truth in PR. A 2022 Global Women in PR survey found that 23% of female PR professionals reported experiencing age discrimination, a number almost as high as those who experienced gender discrimination. And according to the PRCA’s last PR and Communications Census for APAC, just 3% of the industry population is aged over 54.
These statistics should concern us, not just from a diversity and inclusion perspective, but also from a business standpoint. We’re actively sidelining a powerful talent pool at a time when the communications landscape is more complex than ever.
Age diversity isn’t just the “right thing” to support; it makes our work better. Stronger. Smarter.
A Multigenerational Workforce Is a Strategic Advantage
The most effective teams I’ve worked with are those that are multigenerational. They’re built on the synergy between fresh ideas and seasoned judgment. Younger team members bring energy, digital fluency, and innovative thinking. Older professionals bring long-range vision, situational awareness, and the kind of crisis-tested leadership that can only come with time.
It’s not about choosing one over the other. It’s about recognizing that the combination is what makes teams truly exceptional.
I’ve seen this dynamic play out within my own agency, Midas PR. When we empower collaboration across generations, we see better ideas, better execution, and stronger client outcomes.
The most effective teams I’ve worked with are those that are multigenerational. They’re built on the synergy between fresh ideas and seasoned judgment. Younger team members bring energy, digital fluency, and innovative thinking. Older professionals bring long-range vision, situational awareness, and the kind of crisis-tested leadership that can only come with time.
It’s not about choosing one over the other. It’s about recognizing that the combination is what makes teams truly exceptional.
I’ve seen this dynamic play out within my own agency, Midas PR. When we empower collaboration across generations, we see better ideas, better execution, and stronger client outcomes.
Recognition Without Retirement
One of the things I love most about Campaign Asia’s 50 Over Fifty is that it’s not a lifetime achievement award. It doesn’t assume our best work is behind us. It honors professionals who are still building, still innovating, and still hungry to make an impact.
That distinction matters. Too often, recognition in our field is reserved for early career “ones to watch” or for retirement send-offs. But what about the in-between? The mid-career professionals doing incredible, relevant work, just without the fanfare?
Let’s stop treating age as the end of innovation and start seeing it as a different stage of creative power.
One of the things I love most about Campaign Asia’s 50 Over Fifty is that it’s not a lifetime achievement award. It doesn’t assume our best work is behind us. It honors professionals who are still building, still innovating, and still hungry to make an impact.
That distinction matters. Too often, recognition in our field is reserved for early career “ones to watch” or for retirement send-offs. But what about the in-between? The mid-career professionals doing incredible, relevant work, just without the fanfare?
Let’s stop treating age as the end of innovation and start seeing it as a different stage of creative power.
Staying Relevant Is About Curiosity, Not Age
There’s a misconception that older professionals struggle to keep up. But I believe staying relevant has far more to do with mindset than birth year.
Are you curious? Are you willing to learn? Are you listening to new voices and embracing new platforms, even when they push you out of your comfort zone?
I know I am. And many of my peers are, too.
Relevance isn’t static. It’s something you actively cultivate by staying open, connected, and engaged. That’s why mentoring has become a crucial part of my work. It’s not just about giving back, it’s also about staying in touch with how the industry is evolving and learning alongside the next generation.
There’s a misconception that older professionals struggle to keep up. But I believe staying relevant has far more to do with mindset than birth year.
Are you curious? Are you willing to learn? Are you listening to new voices and embracing new platforms, even when they push you out of your comfort zone?
I know I am. And many of my peers are, too.
Relevance isn’t static. It’s something you actively cultivate by staying open, connected, and engaged. That’s why mentoring has become a crucial part of my work. It’s not just about giving back, it’s also about staying in touch with how the industry is evolving and learning alongside the next generation.
The Best Is Yet to Come
I’ve never believed more strongly that the best work in our field is done by teams that reflect the full diversity of experience, age included. When we embrace that, we stop asking whether someone is too old to lead and start asking what kind of leader they can be now.
So, to those wondering if they’re still relevant in their 50s, 60s, or beyond: the answer is yes. Your voice, your vision, and your experience are more valuable than ever.
And to the industry as a whole: let’s write a new story about what leadership in PR looks like.
Because creativity doesn’t age. And neither does purpose.
I’ve never believed more strongly that the best work in our field is done by teams that reflect the full diversity of experience, age included. When we embrace that, we stop asking whether someone is too old to lead and start asking what kind of leader they can be now.
So, to those wondering if they’re still relevant in their 50s, 60s, or beyond: the answer is yes. Your voice, your vision, and your experience are more valuable than ever.
And to the industry as a whole: let’s write a new story about what leadership in PR looks like.
Because creativity doesn’t age. And neither does purpose.
This is such a heartwarming recognition. Most industries need more appreciation for veteran talent!
Agreed, but isn’t it part of the problem that the recognition comes so rarely? It’s like a token nod to the obvious.
Absolutely true. Shouldn’t the value of seasoned professionals be an ongoing conversation rather than a one-off acknowledgment?
It’s society’s obsession with youth. It’s high time more awards like these exist, across more sectors!
But you can’t deny that young blood brings new energy to industries that grow old and stale…
Experience often outweighs youthful impulsiveness, don’t you think?
Yet, sometimes that impulsiveness leads to groundbreaking innovation.
What’s needed is balance. Imagine pairing strategic depth with fresh ideas.
But where do older workers fit in a tech-driven world? Aren’t they getting left behind regardless?
Sounds like a boomer perspective, honestly. If you don’t keep up with tech, you fall behind—it’s a fact!
True, but isn’t knowledge of past pitfalls and successes equally important? You can’t recreate wisdom overnight.
True wisdom is combining tried-and-tested methods with new technology. Dismissing experience is short-sighted.
It’s refreshing to see older generations recognized but why does it take hitting 50 to get acknowledged?
Because past 50, people automatically assume you’re out of touch. It’s a ridiculous stereotype.
Isn’t mentoring just a way for older professionals to stay relevant through the ideas of younger people?
That’s one way to see it, but mentoring is also about guiding young talent through real-world challenges.
The industry needs all ages! A monocultural work environment won’t survive the next decade.
What about ageism in hiring? Companies should hire more based on ability rather than age.
I wonder if these awards make any real impact on internal company cultures though?
They should, but often they don’t. Change needs to happen top-down, not just in the guise of awards.
It’s a nice gesture, but respect should be earned every day, not given as a trophy.
Too much emphasis on age, who cares if you’re 25 or 55 as long as you’re good at what you do?
Easy to say until you’ve been overlooked simply because of your birth year, not your skills.
Exactly, age does matter if it’s being used as a bias to sideline experienced professionals.
The best part of this is the message: creativity and innovation aren’t bound by age.
Isn’t it just delayed gratification for older workers? Industries must seize talent when it’s fresh and eager.
Fresh talent needs nurturing. Raw skill alone doesn’t translate to long-term industry impact.