Ageism impacts us all – but not equally

Five generations work alongside each other today. That number will likely increase in your lifetime. Here’s why stopping ageism, and talking about it, is important for businesses worldwide and why seeing people as ‘too old’ or ‘too young’ could be holding you back from retaining the talent you need.

By uncovering the challenges faced across demographics, we can examine the implications of ageism on business, people and society as a whole. Despite age having no effect on capability, stereotypes can significantly impact workforce wellness and productivity. Age does not impact ability, performance, intelligence or even levels of excitement – and every generation values similar things at work.

Skip ahead to:

1. Why ageism is an important issue
2. Examples of ageism in the workplace
3. Ageism through an intersectional lens

Why ageism is an important issue

Retirement and an ageing workforce

Worldwide, longer life expectancies, declining birth rates and rising cost of living all mean more people are working for longer. The issue of ageing will grow in the future as the OECD predicts that by 2050, 45% of advanced economies’ populations will be over 50. But already the ageing workforce is facing bias about their abilities to learn, adapt and use new tech.

For example, Australia, New Zealand and others have abolished mandatory retirement to boost older people’s societal participation, while individuals aged 45 and above have a lower likelihood of being employed, as indicated by research conducted by the OECD and Generation across Europe and the USA.

Age also significantly affects hiring potential. Mid-career and mature workers view age as their main hurdle, no matter their education. This prejudice can make hiring managers overlook them due to their years of experience. While older workers are interviewed at a similar rate to younger applicants, they are actually offered jobs less frequently.

Impact of unconscious bias in job advertising

Unconscious bias impacts everyone, and it’s important to consider the impact of this while recruiting. For example, the way a job advert or job specification is written, and the language used can significantly impact the diversity of candidates. Phrases like ‘digital native’ or specifying a certain number of years of experience can unintentionally exclude capable and well-skilled candidates.

A job advert should focus on the skills and competencies required for the role. By thinking about and avoiding biased language, and by setting up diverse interview panels, you can attract a broader range of people and a richer pool of talent.

“If we have a diverse group of people in an internal interview panel, you are more likely to get a diverse range of people to hire – as people will bring a wider range of experiences and thoughts to the table.” Jacqui Barratt
Founder and CEO of Salt APAC

It’s vital to recognise the positives of diversity in the workforce and to evaluate their abilities. This way, we can make the most of their potential.

5 key steps to make your hiring process inclusive

Read more

Youth unemployment and hiring bias

For other regions, the pressing issue is youth unemployment, which goes on to impact the development of talent and businesses in a nation’s future generations. For example, The Arab States demonstrate the highest and the fastest-growing unemployment rate of young people (15 and 24 years of age) worldwide.

While youth unemployment is in part economic, bias plays a significant role, with younger people being stereotyped as less loyal to their employers, less responsible, less trustworthy and less knowledgeable. They often grapple with employers and recruiters who prioritise experience and qualifications over skills and self-guided learning. It is crucial to move beyond these stereotypes and value the skills and potential young candidates bring to the table.

Globally, we can point to several key issues. The global COVID-19 pandemic has significantly impacted young people’s careers, setting them back by more than 2 years. Difficult or uncertain economic conditions have led to reduced growth and job creation. Businesses are likely to offer fewer internships, training, and graduate schemes, which provide practical experience.

Examples of ageism in the workplace

There are many ways ageism impacts work life and careers, and it’s important to notice the signs:

Examples of ageism:

• rude, dismissive remarks and jokes about someone’s age
• speaking to someone in a demeaning tone
• being excluded or left out of workplace socialising
• being discounted from training opportunities or challenging assignments
• not being considered for promotion due to negative assumptions based on age
• being targeted for layoffs, fired, or pressured to retire early.

An intersectional lens to ageism

People from underrepresented communities find getting a job offer more difficult, with job seekers attending 53% more interviews than their peers.

Like all forms of discrimination, an intersectional approach to ageism is crucial, as some groups are impacted more than others. Discrimination never occurs in isolation. Biases based on age intersect with gender and race, shaping unique experiences of ageism for individuals.

Ageism compounds with racism

Overt and structural racism impacts careers, from early opportunities and experience to earning potential and job security. In the USA, Black individuals earn about one-third less than white individuals over their lifetimes, with variations based on gender and education level.

Read more: from Salt:
How To Promote Equality And Diversity In The Workplace: The Ultimate Guide

Women face age-based discrimination at every age

Women face ageist attitudes both in the hiring process and in the workplace. Research shows younger women face biases around their attractiveness, which undermines their credibility and seniority, and older women (40-60 years of age) face biases around family responsibility, “ageing well” and menopause.

Pregnant women, young mothers, and even child-free women often face discrimination due to the ‘maternal wall’ bias, which is fuelled by ‘motherhood myths’ and contributes to gendered structures in hiring and workplace biases.

Read more from Salt:
Empowering Women In The Workplace: Key Considerations

Shaping futures without boundaries

Dispelling ageist beliefs is not only a moral imperative but a strategic necessity for fostering a resilient and skilled workforce. Recognising the value of diverse experiences and skill sets strengthens your teams and positions your business for long-term success.

Let’s collectively champion an inclusive workplace culture that celebrates the richness of every individual, regardless of age. Creating a future where talent knows no arbitrary boundaries.

Read more from Salt:

How to build powerful multi-generational teams

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