Age - it's just a number... isn't it?

As I turn 44 years old this week, I thought it would be poignant to write about ageism.? Fortunately(?!), for now I’m ‘the right side of 50’ – a term many hiring managers use here when asking us to find someone for their team. ??Today is also a day when I had to regretfully inform a 64 year old gentleman that there is no point in considering a move to Dubai at this stage in his career as it will be almost impossible to find a job here at his age.?

In today's competitive job market, job seekers in the Middle East face various challenges, including racism and sexism, and one significant hurdle we face as recruiters is ageism. In the Middle East, ageism can have a particularly profound impact on older job seekers in certain roles, in certain industries.

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Here are some key aspects of how ageism affects job seekers:

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1. Limited Opportunities: Many older job seekers in the Middle East face a shortage of job opportunities, particularly in industries which prioritize youth. This limited pool of opportunities can force older individuals into less suitable job positions, or they leave the country as they can’t find anything at all.

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2. Stereotypes: Ageist stereotypes, such as assuming older workers are less adaptable or tech-savvy, persist in hiring decisions. These biases can lead to qualified candidates being overlooked based solely on their age.

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3. Salary Discrimination: Some employers may offer lower salaries to older job seekers, assuming they are willing to accept less due to their perceived desperation to find employment.

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4. Unemployment Duration: Older individuals often experience longer periods of unemployment due to age-related bias, leading to financial strain and mental health challenges.

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Addressing the problem

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1. Awareness: The first step in combatting ageism is raising awareness about the issue. Employers, job seekers, and policymakers should acknowledge the prevalence of ageism in the Middle East and its negative consequences, and do something about it instead of continuing the way they always have done..

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2. Training and Upskilling: Encourage continuous learning and upskilling programs that are inclusive of all age groups. Older job seekers should have equal access to training opportunities to remain competitive in the job market.

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3. Diverse Hiring Practices: Employers should implement diverse hiring practices that consider candidates based on their skills, experience, and qualifications rather than their age. This includes conducting blind recruitment processes to eliminate unconscious bias.

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4. Anti-Discrimination Laws: Governments in the Middle East could enact and enforce anti-discrimination laws that specifically address age-based discrimination in the workplace.

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Having said all this, something unique happened this week when one of our clients asked us to search for someone who was at least 60 years old – as they wanted wisdom, experience and maturity in the role.? In all our years of recruiting here, this has been a refreshing first!

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Conclusion

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Ageism in job searching is a significant issue in the Middle East that adversely affects older individuals seeking employment. Addressing this problem requires collective efforts from employers, job seekers, and policymakers.? As recruiters, we advise our clients on the best team fit according to personality/culture, and try to enlighten them that age really can be ‘just a number’. ?I know of some 30 year olds who are less driven than some of my 55 year old candidates.

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By raising awareness, implementing inclusive hiring practices, and promoting continuous learning, we can create a job market that values experience and qualifications over age, fostering a more equitable and prosperous future for all job seekers in the Middle East.

Inspire Selection promotes equal opportunities for all - please visit our website to search for jobs - www.inspireselection.com