Confronting Ageism in Australia's Workforce

Embarking on a job search at 55 or older in Australia isn't just challenging — it's a stark confrontation with systemic ageism. Despite the wealth of experience and skills that mature workers bring, age discrimination remains a pervasive barrier.

A survey conducted by the Australian Human Rights Commission revealed that over a quarter of Australians aged 50 and above experienced age discrimination in the workplace within a two-year period.

Alarmingly, one in six organisations admitted they would not consider hiring individuals aged 65 and above.

Yet, despite these challenges, workforce participation among older Australians has been on the rise. In April 2021, approximately 619,000 individuals aged 65 and over were employed, marking a significant increase from previous decades. However, the unemployment rate for those aged 55 to 64 stood at 3.15% in October 2024, indicating that mature workers still face hurdles in securing employment.

Addressing age discrimination isn't just a social necessity; it's an economic one. Increasing the employment of Australians over 55 by just 5% could add a staggering $48 billion annually to the national economy.

Yet, despite this potential, mature workers often find themselves sidelined, their expertise overlooked in favour of younger candidates.

The bias against older workers is often rooted in misconceptions about adaptability and technological proficiency. However, many mature workers are not only willing but also highly capable of acquiring new skills. The reluctance to hire them often stems more from unfounded stereotypes than from actual limitations.

It's imperative for Australian employers to recognise and dismantle the systemic ageism that pervades hiring practices. By valuing the experience and stability that older workers offer, businesses can foster more inclusive workplaces and tap into a resource that has been underutilized for too long.

For mature job seekers, the path forward requires resilience and a proactive approach to upskilling. However, the onus shouldn't rest solely on them. Society at large must challenge and change the narratives that contribute to age discrimination, ensuring that the workforce is truly reflective of the diverse age demographics of the nation.