A review of the literature on the subject suggests that the potential benefits for organizations from the occurrence of diversity do not arise automatically as a result of increasing the diversity of employees due to age in the workplace, but are, among others, the result of complementarity of competences of employees from different age groups. It can be assumed that the positive effects of diversity due to age require the transfer of knowledge between employees. Knowledge transfer is understood as learning from internal and external experts, other teams and departments. On the other hand, the transfer of knowledge among age-diverse employees refers to the process of knowledge exchange among themselves, for example through discussion, imitation and cooperation. The purpose of this article is to discuss the age diversity of organizational performance and to propose knowledge transfer as a mechanism to help improve these results.