When Did Youth Become More Valuable Than Experience in the Workplace?

When Did Youth Become More Valuable Than Experience in the Workplace?

I remember being that young, ambitious woman who was always ready to prove that my age was an asset, not a disadvantage. My energy, fresh ideas, and enthusiasm were exactly what employers wanted. But somewhere along the line, things have changed. When did youth start to completely overshadow experience in the job market?

In my work supporting neurodivergent individuals, particularly those diagnosed later in life, I've noticed a concerning trend. Many of these highly skilled, experienced professionals are struggling to find new roles because younger candidates are often favoured. This raises a crucial question: where does diversity fit into this conversation?

In 2021, someone advised me, "Don't take redundancy. You're in your 40s, and it will be tough to find another job." To be honest, I'm not sure if that's true – I've been fortunate enough to start my own business. But it did make me wonder: is this the reality for many?

Neurodiversity and Ageing: Why We're Connecting These Two

You might wonder why I'm linking these two topics—neurodiversity and ageing. The reason is simple: they intersect in ways that create unique challenges in the workplace.

For neurodivergent individuals diagnosed later in life, age discrimination often hits even harder. They face a double bias: one based on age and the other on misconceptions about neurodivergence. Employers frequently favour younger people, perhaps perceiving them as more 'adaptable' or 'tech-savvy,' while overlooking older candidates who bring not just valuable experience but also a unique perspective to the table.

Many late-diagnosed neurodivergent professionals find themselves battling against two sets of stereotypes: those related to their age and those associated with their neurological differences. This intersection can make it incredibly difficult to find roles that fully recognise and utilise their potential.

Real-Life Stories: A Closer Look

Consider Sarah, a professional in her early 50s who was diagnosed with ADHD only a few years ago. After losing her job, she found it challenging to re-enter the workforce. Despite her 30 years of experience, she noticed a preference for younger, assumed-to-be-more-flexible candidates. Her wealth of expertise was often overshadowed by the allure of youth.

Then there's John, an autistic professional diagnosed in his 40s. Despite his extensive knowledge and years of experience, he found himself repeatedly overlooked for younger, less-experienced hires. John faced bias not just because of his age, but also due to his neurodivergence. His story is a stark reminder of how age and neurological diversity can intersect to create unique barriers in the job market.

What Does the Research Say About Ageism?

1. Age Discrimination is Real: Research by the Centre for Ageing Better found that nearly a third of people aged 50 and over feel they have been disadvantaged in job applications because of their age. Similarly, a report by AARP in the US revealed that 61% of workers aged 45 and older have either seen or experienced age discrimination in the workplace. This bias means that older workers often face longer job searches and sometimes have to accept lower pay.
2. Compounded Challenges for Neurodivergent Individuals: The challenges are even more significant when considering neurodivergent individuals who were diagnosed later in life. Employers often focus on hiring younger employees, believing them to be more "malleable" or "better with technology," while overlooking older candidates who offer valuable experience, skills, and perspectives. This double bias—against age and neurodivergence—often leaves late-diagnosed professionals at a severe disadvantage.

What About Diversity?

Diversity isn't just about gender, race, or age. It also includes neurodiversity and understanding that people of all ages have something valuable to offer. True diversity means creating a workplace where everyone's contributions are valued, regardless of age or how their brains work. It's about recognising that experience and youth can—and should—complement each other.

Why This Matters

By connecting age and neurodiversity, we shed light on the compounded challenges faced by those who fall into both categories. It's not just about tackling ageism or advocating for neurodivergent individuals; it's about understanding how these biases intersect and amplify one another. A truly diverse workplace values people for all their differences—whether it's their age, how they think, or their life experiences.

We must keep this conversation going, challenging employers to see beyond age and neurological stereotypes and recognise the immense value of a genuinely diverse workforce.

If you've encountered ageism or have a story about balancing youth and experience in your workplace, I'm eager to hear your thoughts. Let's keep the conversation alive to ensure that the future of work is inclusive of everyone.

FYI: Why the Greenland Shark? The Greenland shark, featured in our image, is the longest-living vertebrate on Earth, with a lifespan of up to 400 years! Just like experienced professionals, it reminds us of the incredible value that comes with age and longevity.

Thanks for reading Toni Horn

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