Often stereotyped as ‘too experienced’, many older workers are continuing to be disadvantaged and discriminated against during their job search, reveals a new report.
This ‘soul destroying ageism’, however, could be the final straw for the 50-plus being made redundant amid the pandemic, impacting their confidence, wellbeing and finances, according to a new study carried out by the Centre for Ageing Better and think tank Demos. The survey revealed over a third of people in their 50s and 60s are feeling at a disadvantage when applying for jobs. Nearly a third (29%) had been told they were unlikely to be successful going for a job role due to having “too much experience”. An additional 17% said they have experienced ageism directly, having been turned down for a job specifically because of their age.
The researchers also found that age-related discrimination may be compounded by other forms of disadvantage. The study showed that people from Black and Minority Ethnic backgrounds were more likely to report recent age-based discrimination than those from White backgrounds (34% versus 18%).
SEVERE IMPACT OF AGEISM
The impact of ageism can be severe, reveals the study. Of those in their 50s and 60s who said they had experienced age discrimination, a third (33%) felt stuck in insecure work, more than two thirds (68%) said it had affected their confidence, and 43% said it had affected their health and wellbeing. Around three quarters (76%) were put off applying for jobs, and a third (33%) were put off working altogether or went into early retirement. This is particularly worrying in the current climate, with over 50s being hit hard by job losses during the pandemic and a second wave of redundancies among this group expected when the furlough scheme ends. Recent figures show that people over 50 are twice as likely to fall into long-term unemployment once they lose their jobs, compared to younger workers.
Many participants in the study described their experiences of seeking work in their 50s and 60s as “frustrating” or “soul-destroying”. “Generally, our research paints a picture of a recruitment system that is unfit for purpose; where older people immediately feel on the back foot as they try to navigate widespread ageism and age-based stereotypes, and where they are often left frustrated as they are unable to put their skills and experiences into use,” stated Johnny Runge, Senior Researcher at the National Institute of Economic and Social Research.
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“Our research shows that ageism is felt acutely by older jobseekers in the current system of hiring and recruiting, affecting their confidence, self-esteem and sense of worth to society,” noted Runge. “One of the most saddening aspects of the research was hearing how older people often anticipated and feared age discrimination during interviews especially; and sometimes changed their decisions about whether to apply for jobs, what jobs they applied for, and how they sold themselves to employers, in order to mitigate or avoid such painful experiences.”
HARDEST-HIT GROUP BY PANDEMIC
Ageing Better warns that without action, older workers could face an unemployment crisis when the furlough scheme ends, with this group facing heavy job losses. Recent figures confirm that this group is amongst the hardest hit by the economic downturn, with 121,000 over 50s made redundant between September and November 2020 alone. Over 50s are more likely to fall into long-term unemployment than younger age groups. And experts warn many could fall out of the workforce for good, as reported.
According to Rose Lasko-Skinner, Senior Researcher at Demos, “ageism in the recruitment process continues to be a barrier to people finding the right job”. “We heard far too often from older workers that they feel at a disadvantage when applying for a job because of their age, often finding themselves up against age-based stereotypes, such as having ‘too much experience’ for the job or being ‘unable to adapt’ to new workplaces,” commented Lasko-Skinner. “If anything, this research shows that a subtle, yet pervasive culture of ageism continues to prevent older workers from progressing in the labour market – at a time when we need it most. Unlocking this talent is seems likely to require a change in work culture as well as the recruitment process.”
TACKLING AGEISM AT WORK
Experts at the Centre for Ageing Better say it is vital that employers tackle ageism at all stages of the recruitment process, or they risk missing out on the skills and experience that older workers bring. A previous report by Ageing Better found that employers could be failing in their duty to tackle age-bias. Employers and recruiters must avoid making assumptions about older workers on the basis of stereotypes. It should also ensure that all tools used in the recruitment process are “age-blind”, it adds.
Claire McCartney, CIPD’s Senior policy adviser for resourcing and inclusion agrees: “It is vital that organisations take action and tackle ageism at every stage of their processes. We believe that it is crucial that employers establish the people management policies and practices needed to recruit, train and retain an age diverse workforce, and harness the skills and experience they have effectively.”
These stark findings show just how accepted, widespread and damaging ageism in the recruitment process can be. “This goes far beyond being turned down for any one role. It has real impacts on people’s health, wellbeing and livelihoods. It leads to people losing confidence, retiring early, or being stuck in insecure work,” highlighted Patrick Thomson, Senior Programme Manager at the Centre for Ageing Better. “Workers in their 50s, 60s and beyond have a vast array of skills, know-how and experience, but are all too often shut out by narrow views of their age. Our report outlines steps employers can take to make sure they’re getting the best person for the job, regardless of age. This will be vital in the months ahead as employers try to recover from the economic downturn.”
KEY RECOMMENDATIONS
The research recommends that employers and recruiters should embed the following steps in their recruitment processes to help tackle ageism effectively:
- Regular collection and scrutiny of demographic data from the recruitment process.
- Avoid making assumptions about older workers on the basis of stereotypes.
- Careful consideration of the framing and wording of job advertisements.
- Ensure tools used within the application process do not discriminate or disadvantage particular age groups.
- Make sure the interview panels are as diverse and inclusive as possible.
- Ensure the interviewing staff have the necessary skills to reduce bias and avoid discrimination.
These changes are vital if we are to create an age diverse workforce and ensure that older workers are not left behind as the economy recovers and new job opportunities are created, concluded the research. Click here to download a copy of the report.
The UK is also “failing” to meet the challenges of an ageing population, and missing out on the opportunities of employing older workers. Read more here.
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