Introduction
According to a recent survey from Totaljobs which found that 57 is the average age at which job applicants are considered too old to hire. In England and Wales alone, “this represents 4.2 million people and £138 billion in economic output at risk of being overlooked due to entrenched ageism in hiring.”
Too often, older candidates are dismissed simply because of their age, despite their wealth of experience. I’ve worked with countless individuals who feel disheartened by the bias they face, particularly women and minorities. A staggering 37% of older women, and nearly half of older Black workers, fear they won’t be hired again.
Why do Older Candidates Experience Ageism at Work?
But why is this the case? Despite our growing awareness of diversity, there’s still a lingering prejudice that older workers won’t “fit in” with company culture or that they lack the adaptability of their younger counterparts. What’s even more troubling is that nearly 60% of HR decision-makers admit to making assumptions about candidates based on their age, with some even pressured to prioritise younger hires. This not only discourages older workers from applying for roles they’re more than capable of excelling in but also robs companies of the expertise and mentorship that experienced workers bring.
I first witnessed blatant direct age discrimination as a younger HR professional, when a candidate was not considered suitable to join a police force because he was too old – in his early 50’s. Now I know it costs a lot of money to train a police officer, and a force would hope to get 30 years minimum return on that investment, but it is a narrow view of what someone can bring to a role.
Do Older People Want to Work?
Ironically, many older workers want to remain in the workforce. A third surveyed are willing to work beyond the state retirement age, representing a massive opportunity for employers to harness their skills. From 2030 to 2035, this could add 300,000 full-time workers and £12 billion in economic activity annually. Yet, due to ageism, this potential remains largely untapped.
For women in particular, ageism feels like a double burden. After navigating a career often marked by gender-based barriers, hitting your 50s can feel like another wall has been erected. As a coach, I work with women who feel disillusioned, who are seen as invisible or irrelevant despite having so much more to give. Whilst some progress has been made to understand the impact of menopause on women, many women I coach feel that they become invisible post menopause.
This isn’t just about fairness—it’s about recognising value. Age diversity in the workplace isn’t just the right thing to do; it’s a smart business move. Older workers offer a perspective that younger generations simply haven’t had the time to develop. Their experience is invaluable, particularly in industries where wisdom, patience, and leadership are key.
Preventing Ageism at Work
The Equality Act 2010 exists to protect against this very issue. However, legislation alon won’t change minds. We need a cultural shift – one where experience is celebrated, not sidelined. As a HR professional and business coach, I urge employers to rethink their biases and see the incredible opportunity that lies in hiring older workers.
To recruiters I urge you to combat ageism in recruitment: –
- Focus on Skills, Not Age: Evaluate candidates based on their qualifications and experience, steering clear of assumptions about age-related limitations.
- Avoid Age-Biased Language: Ensure job descriptions and interview questions are free from phrases that imply a preference for younger candidates, such as “tech-savvy” or “dynamic.” (NB – I like to think of myself as both these things and I am 58!).
- Challenge Stereotypes: Acknowledge unconscious biases and train hiring teams to recognise the value older candidates bring, particularly in leadership and mentorship roles.
- Encourage Age Diversity: Cultivate an inclusive environment where age diversity is valued and offer continuous learning opportunities for all employees.
- Standardise Interview Processes: Use structured interviews that focus on competencies, reducing the risk of subjective judgments based on age or stereotypes.
To HR professionals, don’t be one of the 59% of whom make assumptions about people’s age. We should be the gatekeepers of diversity, calling out poor behaviour and living the values we expect in others.
To my peers – Don’t let ageism dictate your path. Challenge stereotypes, keep yourself current, whilst valuing your own experiences and wisdom you have gained through your working life.
