Purpose: This paper aims to further the understanding of the motivation to learn (ML) among an organisation's older cohort of employees. It is proposed that age diversity climate (ADC) will positively impact ML by improving employees' subjective age (SA) perception. Such a climate will indicate that the organisational climate is fair and inclusive regardless of the employee's age. Design/methodology/approach: Salaried Indian workers were administered a questionnaire on SA, ML and ADC. Findings: ADC was positively related to ML, with SA acting as a mediator. The relationship is stronger for employees with higher chronological age (C.Age). Practical implications: Policymakers and managers can draw from the findings and develop HR programs aimed at managing an age-diverse workforce and can incorporate measures that enhance the employability of the chronologically ageing but subjectively younger cohort to prevent premature departure from the labour market. Originality/value: The present article contributes to the literature on work and ageing by investigating the subjective relationship of workers to their age. The findings also focus on successful ageing, thus contributing to the life span developmental theories.