Based on the information provided, it appears that there may be a lack of diversity in the talent pool due to the presence of a large proportion of older men. This imbalance can be attributed to various factors, such as gender bias or discrimination, lack of inclusive recruitment practices, or unconscious biases within the organization.

Women and young people who are excluded from the talent pool may feel demotivated, undervalued, and excluded from opportunities for growth and development. They may perceive the organization as discriminatory and may be less likely to apply for jobs or engage with the company in the future.

To solve this problem, organizations can implement several strategies to promote diversity and inclusion in the talent pool. Here are some potential solutions:

Improve recruitment practices: Organizations can ensure that their recruitment processes are inclusive and free from biases by using blind resume screening, providing unconscious bias training to hiring managers, and promoting diversity and inclusion within the recruitment team.

Develop talent pipelines: Organizations can create talent pipelines targeted at underrepresented groups by partnering with universities, women's organizations, and youth organizations to identify and develop talent.

Promote diversity and inclusion: Organizations can actively promote diversity and inclusion within the company culture by establishing diversity and inclusion initiatives, providing training and resources to employees, and creating a safe space for employees to discuss issues related to diversity and inclusion.

Address unconscious biases: Organizations can provide training and awareness programs to employees on unconscious biases and how to mitigate them in the workplace.

Final answer: By implementing these strategies, organizations can create a more diverse and inclusive talent pool that better reflects the demographics of the workforce and promotes equal opportunities for all individuals.