What’s the #1 barrier to job opportunities in the UK? Brits say ‘age’
When Brits think about opportunity today, they most associate it with getting a job that offers a good work/life balance (43%), stability (42%) and the chance to do what they love (40%). However, not everyone feels like these opportunities are theirs for the taking, according to the LinkedIn Opportunity Index 2020 - a study of more than 30,000 adults (aged 18-65) around the world, including 2,000+ in the UK.
Age is considered the number one barrier to opportunity in the UK today, above gender, ethnicity or education. Perhaps unsurprisingly, it’s particularly felt by nearly half (45%) of Baby Boomers (aged 55-65), and over a quarter (26%) of Gen X (aged 39-54). Brits are not alone; adults in Japan, Australia and the Netherlands also consider age to be particularly problematic when it comes to job opportunities.
While 84% of Brits say working hard is the key to getting ahead in life, and over three-quarters (78%) say the willingness to embrace change is also critical, the majority (66%) believe the age barrier is very difficult to overcome.
With people living and working for longer, and analysis of ONS data finding that over-65s will account for over half of employment growth in the next 10 years, businesses must create inclusive multi-generational workplace environments and harness the valuable experience and potential of older workers. It’s promising to see UK companies already thoughtfully addressing how they can do exactly this, with companies such as Barclays and Aviva actively championing the multi-generational workforce.
LinkedIn’s 2020 Global Talent Trends report found that nearly half (46%) of UK companies have recently changed their workforce strategies to appeal to younger and older generations. Why? The overwhelming majority (89%) of UK HR and talent professionals say that age diversity ultimately makes companies more successful.
We’re seeing companies creating “longevity initiatives”, such as returnships, reverse mentoring schemes and upskilling programmes to keep older generations happy and engaged at work, which is crucial to building diverse and successful companies, and fuelling economic growth.
In this competitive labour market, it’s imperative that companies look beyond their typical search profiles, particularly as older generations might just be the answer organisations are looking for. With people living longer and Gen Z (aged 23 and younger) hitting the job market, the 2020s represent an exciting new chapter in workforce age diversity.
If your company is harnessing the power of the multi-generational workforce, I’d love to hear about your goals and the initiatives you’re putting in place. Please share your insights in the comments below. #TalentVoices #ConnectToOpportunity
Facebook & TikTok Ads I Short Form Video Ads & Content Creator I Social Marketing Consultant I. Helping small businesses and ads managers create video that converts.. ??
4 年Yes, there needs to be a culture shift.? Digital marketing seems to carry with it an idea of younger=better.? There's definitely something to be said for fresh new ideas and enthusiasm but also experience both in the field but also in life!? There are heaps of career changers (me included) who are so driven in wanting to make their new skills and businesses work, that the quality of service they provide and the efficiency with which they work, is hard to beat!
A multi award-winning Strategic Operations, R&D, Innovation, Cost, Procurement & Supply Chain, Product, Fleet, M&A, Risk, Estate, Asset & Facilities Management professional, at K M Group, a multi award-winning business.
4 年I am hearing ever more of this occurring from my contacts and associates of that age band, across all manner of disciplines. Young inexperienced persons being chosen but subsequently struggling to cope, failing and moving on fast before they are pushed. In the meantime the high quality older candidate was overlooked. Most report comments such as culture fit (we're a 'young workplace'), over qualified, too much experience, etc. being quoted by younger Interviewers, concealed in other reasons type feedback. One reported seeing Interviewers make such decisions purely from seeing Interviewees in the waiting area, effectively discounting them prior to even seeing them. This further throws into question the efficacy of present hiring techniques, to secure the genuinely best candidate.
Business lead & Art Director
4 年"Fascinating"? As if you didn't know about this already? Even if bearing in mind that you're a recruiting expert (pretty sure that "Talent solutions" is newspeak for "recruitment")?
‘New Body Language Techniques’ developed post pandemic. Influencing self & others, Increasing Sales, Better Boardroom Behaviours, 10th in the world of Body Language globalgurus.org,
4 年Yes, I quite understand that age is the biggest barrier to people wanting to work who are older.? In fact, that is why we formed Behaviouralshift.com to look at this very subject. We help people who want to work into later life.?Being in the age group ourselves that is discriminated against propelled us to form the company. We have our first seminar in India this May, with others to follow in UK & NZ, where we show organisations and individuals how they can develop themselves, get on board with technology, improve their health with simple everyday movements and thought changes that improve their standing in the world of business.??
Director, VadarMoss Ltd
4 年It is so true. I see it all the time with clients not responding to people over a certain age and yet, these are the people with experience and most likely to stay with a company as they are not trying to climb the ladder to 'C suite' and management.?