Ageism in Hiring: Why Employers Must Reconsider the Value of Older Workers
In the current job market, age discrimination remains a significant barrier for many experienced professionals. According to new research from Totaljobs, candidates are often deemed “too old” for job roles at an average age of 57. This pervasive ageism is leaving millions overlooked for opportunities, particularly affecting those over 50.
Ageism in Hiring
The Reality of Age Discrimination
Age discrimination is a pressing concern in recruitment. One-third (33%) of individuals over 50 worry about their prospects due to age bias, with one in seven (15%) reporting outright rejection because of their age. HR decision-makers are not immune to this bias, with 42% feeling pressured to hire younger candidates, which marginalises older applicants.
Impact on the Workforce and Economy
The implications of this discrimination are profound. In England and Wales alone, 4.2 million people aged 57 and above face potential exclusion from the workforce, risking £138 billion in economic output. The reluctance to hire older workers, despite a significant skills shortage in the UK, is a missed opportunity to harness the economic potential of this experienced demographic.
The Struggle of Over-50s in Job Hunting
The struggle to find employment is particularly acute among women over 50 (37%) and Black workers over 50 (48%). The fear of age discrimination discourages a quarter (25%) of over-50s from applying for jobs, with even higher percentages among women (28%) and Black workers (42%). This hesitancy persists despite the willingness of many older workers to extend their careers beyond the state retirement age, which could add 300,000 full-time workers annually and £12 billion in economic activity.
Comments from Industry Experts
Natalie Matalon, Chief People Officer at Totaljobs, highlights the untapped potential of older workers: “With the highest level of economically inactive people in over a decade, there’s a real chance for employers to leverage the wealth of knowledge and skills that older workers offer. However, unconscious biases are preventing many businesses from accessing this talent pool fully.”
Professor Sarah Vickerstaff from the University of Kent emphasises the broader benefits of an age-diverse workforce: “Good work benefits individuals, and an inclusive, multigenerational workforce could be a win-win for society. Stereotypes around older workers not only discourage employers from hiring but also undermine the confidence of older workers when applying.”
Overcoming Age Bias
Totaljobs’ report, “The Age Advantage: Overcoming Age Bias to Hire Experienced Talent,” provides practical guidance for employers. It advocates for strategies such as using AI to detect biased language in job ads, forming age-diverse hiring panels, and shifting from assessing ‘cultural fit’ to ‘cultural add.’ Implementing these steps can help businesses access a broader, more experienced talent pool and retain essential skills.
A Call to Action
Addressing ageism in hiring is not just a moral imperative but also an economic necessity. Employers who embrace the experience and diversity of older workers will position themselves better to support younger employees and address talent shortages. By fostering more inclusive recruitment practices, businesses can unlock significant growth opportunities and contribute to a more diverse and dynamic workforce.
Age discrimination is an issue that demands immediate attention. As the workforce evolves, so must our approach to hiring. It’s time for employers to recognise the invaluable contributions that older workers bring and to ensure that age is no longer a barrier to employment.