#Ageism
Mathilde de Mareuil
10k followers. CEO of Shipping & Trading Network (HEADHUNTING). Vice President at WISTA CH. English & French native speaker. Active in commodities trading. Speaker at conferences: talent & skills as well as DE&I
The Times reported that nearly half of recruiters believe job applicants become too old to be considered for roles at 57.
The general retirement age in Europe is currently set to 67 and there is a gap of…10 years!
Ageism is coming for us all—if we’re lucky enough to live that long - so it’s about everyone’s future.
Nicole Kidman, Jason Statham, Gordon Ramsay, Matt Le Blanc and a whole slew of famous names who, aged 57, are in the prime of their careers.
The article shows that two in five recruiters are pushed to hire younger candidates, while nearly two-thirds admit to judging applicants based on age. No wonder so many older job seekers feel the need to hide their age just to get a fair shot.
Some argue that at 57, you might lack the energy or flexibility of someone younger.
Older workers bring something priceless: decades of experience, deep insights, and stability. In a world crying out for skilled talent, older applicants shouldn’t be sidelined.
Age discrimination isn’t just about limiting people; it’s about limiting businesses that miss out on seasoned expertise.
Age diversity isn’t a “nice-to-have”; it’s a must. It leads to smarter decisions, richer mentorship, and stronger teams.
So, let’s get real: should recruitment be about chasing youth, or harnessing the strengths people bring at every age?
Commodities Researcher, Writer and Investment Manager
4 个月Hi Mathilde, I read this in total absorption - needless to say having encountered just the behaviour and attitudes that the article highlights. The Scourge of Ageism is rife and often a silent enemy... all the more reason to root it out!
Director - Senior Relationship Manager
4 个月Recruiters sidelining older candidates are simply not professional. Their task is to find candidates based on competences, polyvalence, added value to the company. Yes, older candidates are more expensive, but they bring a whole set of skills that they are happy to share around. Their drivers are not career, ego or money, but achievement, safety and pleasure at work. And this makes a lot of difference for a company that wants to develop further safely in challenging environments. I can only praise my current employer for having this mindset and effectively adopting such logical and efficient approach. Unfortunately too many companies think ??cost@ and short term, whereas they should rather think about knowledge and investment for the future.
CMO | COO | Transformation, Market Growth, Strategic Marketing & Communications | Trading, Distribution, Energy, Commodities, B2B, B2C | People, Processes & Performance | MBA (Sustainability)
4 个月……and who is advising recruiters? Perhaps it’s the current leaders in the 57-67 age range, holding on to legacy practices and hoping to stay relevant in the energy transition, who influence recruiters to look for younger, lower-cost ??junior?? candidates? I see a lot of insecurity in that cohort… Ironically, in seeking cheaper, more ?docile?? talent, they might be perpetuating a cycle that undervalues the very experience they bring to the table.