Ageism: the Hidden Barrier

I’m rapidly approaching a milestone birthday: in just a few short months I’ll be 60. Yes, I actually put that figure out there – in public, in writing, for all to see!

As I approach this milestone, so too are (and have) many of my friends, associates and colleagues. And, quite frankly, the reality for many of them has been demoralising at best, and at times, devastating. Too many of these highly-skilled, vastly-experienced professionals have been made redundant or are not being considered for roles or promotions for every reason other than the one we all know to be true – they’re considered to be too old. Every time a reason like “cultural fit” or “different direction” is cited when a person over 50 is knocked back, my radar is triggered and my blood boils!

In Australia, the ageing population is becoming a significant demographic trend. As of 30 June 2020, there were approximately 4.2 million Australians aged 65 and over, accounting for 16% of the total population. This proportion has risen from 8.3% in 1970 and 12% in 1995, and it's expected to increase to 23% by 2066. Moreover, the population of those aged 85 and over has grown from 0.5% in 1970 to 2.1% in 2020 and is projected to rise to between 4.4% by 2066. (https://www.aihw.gov.au/ )

These statistics are not only manifesting in Australia, with some of the country’s significant trading partners too having aging populations. Japan is one of the most aged societies globally, with around 28% of its population being over 65 years old as of 2021. This percentage is expected to increase, indicating a significant demographic shift. In China, the trend is similar. As of 2021, about 13.5% of the Chinese population was over 60 years old, and this is projected to rise significantly in the coming decades due to lower birth rates and increasing life expectancy. Over 65s represented 16.8% of the total U.S. population in 2020, nearly doubling from 9.6% in 2016, and by 2030, ALL baby boomers will be aged 65 and over. (Source: Country Census Data)

Despite the reality of aging populations (and therefore aging customers), ageism emerges as a formidable barrier in the professional world. Ageism, the stereotyping, prejudice, and discrimination against individuals based on their age, is not limited to older people, but it significantly impacts people over the age of 50. Women, of course, often face a 'double jeopardy' of age and gender bias. This discrimination leads to under-utilisation of a vital segment of the workforce, with older workers finding it harder to secure employment, facing limited career advancement opportunities, and often being the first to be laid off.

A 2023 survey conducted by the Australian HR Institute and the Australian Human Rights Commission found that one in six organisations would not consider hiring individuals aged 65 and above, with only a quarter being open to hiring them “to a large extent”. The survey indicated a slight openness towards recruiting individuals aged 50-64, with 56% of HR professionals considering it to “some extent”. The Australian Seniors Series: Ageing in the Workforce 2021 report showed that age discrimination experiences among workers over 50 have nearly doubled in the last five years, with 20.7% reporting age discrimination in the workplace.

I say to all employers – discount older workers, contractors and service providers at your peril! Experienced employees bring a wealth of knowledge, stability, and a diverse perspective that can enhance problem-solving and decision-making processes. More often than not, they have the solutions to problems because they’ve already dealt with similar issues. Older employees also often have achieved all their career goals, which means they’re now doing the work because they love it, not because they’re wanting to climb the corporate ladder. And let us not forget who invented and developed much of the technology that is so often bandied about as the reason for not entrusting an older worker with a particular job ..!

Older people are vital for mentoring younger employees, ensuring a transfer of skills and organisational knowledge. And – guess what? – all that life experience makes us pretty fun to be around.

Businesses that embrace age diversity gain a competitive edge. They not only tap into the vast experience of older workers but also reflect the demographic diversity of their customer base, leading to improved customer relations and market insights. (Remember, your customer base is most likely aging too!) Furthermore, fostering an inclusive environment where age is not a barrier to employment or progression, can significantly enhance a company's reputation and attract talent across all age groups.

Combating ageism is not just a moral imperative but a strategic business one. By valuing and integrating older workers, companies can harness the full potential of their workforce, driving innovation, sustainability, and growth in an increasingly competitive and diverse global market.

#Ageism #OlderWorkers #Discrimination #AgeDiscrimination #Experience