Is Age just a Number: Age Discrimination

Have you ever experienced age discrimination in the workplace? Is there a stigma that surround the over 50s generation in recruitment? Or is age just a number?

A recent article by Ruella Crouch, Managing Partner of Ruella James Recruitment, was published by Recruiter magazine claiming, ‘The over 50s could solve the UK’s talent shortage.’ The article went on to explain Jeremy Hunt’s urge for the older generation to re-join the workforce.

According to a study by 55/redefined and Reed, out of a sample of more than 4,000, 65% of over 50s felt that their age was a problem when applying for a new job - that it would work against them.

This is a shocking statistic for many, but perhaps not for those that work in recruitment, as Crouch explains, ‘for more years than I care to remember (I started in recruitment when I was 19 and turn 55 this year) I have witnessed a huge amount of age discrimination in the workplace.’

But why is this happening?

Retirement

One of the biggest misconceptions with the over 50s workforce, is that they are not employable for the long run because they are reaching retirement age. Although it’s partially true, that they are closer to retirement age than someone in their 20s, the question of reliability is absurd.

It is far more likely that someone between the ages of 18 and 30 are going to leave a business due to jumping the career and money ladder. ‘Job hopping’ is very popular amongst the younger generations. Whereas the older generations are more likely to remain committed and resilient, proving to be a great addition to any workforce.

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Training and Settled

Another mistake that employers make is that it will take longer to train and get an over 50 employee up to speed. This is incorrect and narrow minded. Yes, some tech requirements may prove complicated for an over 50s employee, but they could equally prove too complex for a 20-year-old. Age does not define your skill set.

On the other hand, the older generation are more likely to adapt to a new working environment faster than a younger and inexperienced employee, as they have a wealth of knowledge and experience that comes with age. This knowledge and experience can’t be taught in a matter of weeks, but lived, which is incredibly valuable to any business.

Company Culture

Finally, there is the question of whether an over 50 individuals will suit the company culture – whether they will fit in and get along with the other employees. This is not an issue. The older generation, that have not been raised in front of a screen in a hypersensitive world, have a plethora of social skills that most of the younger generation do not possess.

Not only are they likely to fit in with your company culture, but they will thrive.

To sum it up:

Age does not define your skill, experience, or personality. An over 50s employee can be incredibly hard working, resilient, adaptable, reliable, and desirable. And a 28-year-old can be flaky, introverted, and unapproachable.

So don’t base your hiring needs on a number, because you may be missing out on some exceptional talent. Instead, hire those over 50s, and use them to train, prepare and support the younger generations.