Job opportunities for older workers in the residential care sector are strong so there appears to be little age discrimination against them in recruitment, but it has been recognised that in the workplace age- and gender-based stereotyping challenges the efficacy of age management and generates intergenerational issues. This article focuses on the ageing of the female-dominated workforce in an Australian residential care organisation. Firstly, it argues age-based discriminatory practices are not only directed towards older workers but may also affect younger workers. Secondly, it argues older workers are not only the victims of discrimination but may discriminate against both younger and older co-workers. In doing so, they may draw on perceptions of age, gender and other attributes, including skills, qualifications and status in the organisational hierarchy. The potential policy implications of this complexity of age prejudices in terms of labour shortages and inclusive management practices are briefly discussed.