Generation has revealed that midcareer jobseekers aged 45+ face rampant ageism and are struggling with stark unemployment challenges globally.
According to the latest study from the Global employment nonprofit, employers view job candidates aged 45+ as having weaker skills compared to younger candidates. That’s despite staff of the same age group having “equal” or “better on-the-job performance”; compared to younger job peers at the company.
The report, Meeting The World’s Midcareer Challenge, shows that people age 45+ face persistent and rising pressure in the global job market; and their age is one of the greatest barriers to their finding a job. In fact, 71% of current job seekers cite their age as a major obstacle. Additionally, 63% of 45+ job seekers surveyed have been unemployed for more than a year, compared to just 36% of 18-24 year olds. Those from underrepresented communities face even greater hurdles. They have to engage in 53% more interviews than their peers to get a job offer.
These trends existed before the pandemic; but this latest research demonstrates that Covid-19 has harmed employment opportunities and worsened employment conditions for midcareer workers, noted the report. Around 37% of those switching jobs in their midcareer and over 50% of those seeking work, say that the pandemic has had a major impact on their employment status.
The report sheds light on the job market reality for those aged between 45-60 in seven countries – Brazil, India, Italy, Singapore, Spain, the UK and US. The study particularly focuses on those seeking or working in entry-level and intermediate roles; with no formal post-secondary educational background and low income levels. The survey is based on 3,800 employed and unemployed people, as well as 1,404 hiring managers. It highlights the stark unemployment challenges faced by midcareer workers worldwide; and offers insights into why they struggle.
RAMPANT AGEISM AT WORK
The research found strong evidence that perceptions of ageism are well-founded. Hiring managers hold negative perceptions of age 45+ job candidates, stating that only 17% are application ready; 18% have relevant skills or experience; and 15% have the right fit with company culture. However, these perceptions are disconnected from reality; the same hiring managers who expressed concerns about midcareer candidates acknowledge that 87% of their age 45+ hires perform on the job “as good as”, if not “better”, than younger employees.
Interestingly, hiring managers say that 90% of their age 45+ employees have as much or more potential to stay with a company over the long term; in comparison to younger peers. Employers and employees alike value reputable training; but the midcareer job seekers who need it the most, are often the most hesitant to pursue training opportunities.
The survey also revealed that training works. Globally, 74% of midcareer workers who have successfully switched careers see training as ‘instrumental’ to securing a new role. Three in four employers point to training and certifications as providing the equivalent of relevant experience when hiring.
TRAINING BENEFITS
Yet, the age 45+ unemployed group whose job prospects would most benefit from training are the most hesitant to pursue it. Around 57% express reluctance and only 1% say that training increases their confidence while looking for jobs. Around 70% of this group struggle to meet daily needs; and 63% have secondary school education or less. Possible reasons for this belief include the perception that training is a luxury they can’t afford or negative past experiences with formal education.
“Hearing employers that have hired job-seekers aged 45 and above say that those workers tend to outperform their younger counterparts is encouraging; but also accentuates the tragedy of today’s employment landscape,” stated Mona Mourshed, Global CEO of Generation. “We tapped into the voices of midcareer job seekers and workers in seven of the countries in which Generation runs programmes to inform this powerful report. We hope this new research spurs governments and employers alike to take steps to counter rampant ageism; and to include this forgotten age-group in their recovery efforts.”
KEY RECOMMENDATIONS
Solving the challenges that face midcareer job seekers and workers will require a number of initiatives, according to Generation. The report proposes four key recommendations:
- Improving national and global employment statistic tracking and reporting to reflect narrower age brackets that better illuminate the unique issues faced by the 45+ population.
- Linking training programmes directly to employment opportunities; and providing stipends to support age 45+ individuals who are hesitant to engage in training.
- Changing hiring practices to suppress potential age biases and better assess the potential of age 45+ job candidates; by allowing them to show their skills through demonstration-based exercises.
- Rethinking current employer training approaches to make it easier to fill new roles with existing age 45+ employees; versus relying solely on new hires.
A recent report from ILC UK highlights how pervasive ageism and ableism are excluding far too many people from the workplace as they age. Click here to read more. Often stereotyped as ‘too experienced’, many older workers are continuing to be disadvantaged and discriminated against during their job search, as reported.
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