Workplace ageism rife in marketing, finance & tech

Ageism is rife in the financial services, tech, advertising and marketing functions, confirmed a new WerkLabs study.

The survey of 40+ professionals revealed that among those who reported ageism in their careers, 75% experienced discrimination during their job search; while 53% indicated ageism within their workplace. Additionally, workplace ageism is particularly high in the financial services (85%), advertising and marketing (84%), and technology (81%) functions.

Alarmingly, 95% who reported experiencing ageism admitted to having consciously tried to physically conceal or mask the appearance of their age in interviews. According to WerkLabs, the data and insights division of The Mom Project, there is currently an uphill battle in addressing the role that ageism plays at work; as few workplace training seminars exist to educate and safeguard against ageism. Additionally, limited HR policies exist to protect individuals who report instances of ageism, noted the study.

AGEIST LANGUAGE

“Anything from language used in job descriptions to a hiring manager telling a prospective employee he or she is ‘overqualified’ can be considered age discrimination,” stated Dr Pam Cohen, President of WerkLabs; and the study’s lead author. “Our goal with this study was to not only identify what constitutes ageism; but also where employees are witnessing it the most; in order to provide organisations with actionable solutions to overcome and prevent this illegal discrimination.”

Unfortunately for many potential job candidates, ageism can start as early as the application process. For example, by being forced to include a graduation year; or limit an entire work experience to the past X amount of roles or years. Language utilised in job descriptions and recruiting materials, with phrases like “We are an extremely young company“, or “We move really fast around here,” doesn’t help either, highlighted the report.

AGE DISCRIMINATION DURING INTERVIEWS

The study also revealed that many 40+ candidates face age discrimination during the interview process by being asked unrelated tech-based questions; having cumulative work experience being undervalued; or younger hiring managers being surprised at a candidate’s age during their first face-to-face interaction. In fact, 69% of professionals reported that momentum in their job search had been derailed by face-to-face conversations with hiring teams; with many admitting to consciously trying to conceal or mask their age during interviews.

According to one surveyed professional, “There’s an assumption that I wouldn’t want the roles. The statement that I would be ‘bored’ – code word for ‘too old’ – and lack of giving me a chance; despite many years of future availability and a willingness to learn.”

It’s during the initial screening conversations and during post-screen interviews where ageism is most prevalent, according to the study. Around 64% of professionals reported ageism during initial screening conversations and 63% during post-screen interviews. Although candidates don’t report much age-based discrimination (32%) while completing a work sample or skill assessment; that number nearly doubles to 63% when they are informed of final hiring decisions.

OVERLOOKED FOR PROMOTIONS

Ageism, however, isn’t just limited to the application and hiring process. Current and new employees can face discrimination based on their age in the workplace during promotion selections and career advancement; by not receiving organisational support to expand their skillset; or not receiving respect from co-workers for their career expertise and experience.

Unfortunately, many employees who experience ageism are fearful about being pushed out of the company, so they bite their tongues and often don’t report the discrimination to HR; favouring external legal assistance instead.

“To ensure an inclusive workplace, while preventing age discrimination, all companies should re-evaluate their recruitment materials and career development programmes; while educating hiring managers and employees on unconscious biases and ageist practices in work,” added Dr Cohen. “Regardless of race, religion, gender or age, we all have something to contribute to our respective employers; and we should feel empowered to do so.”

Click here to read the full report. Another recent report from the International Longevity Centre UK highlights how pervasive ageism and ableism are excluding far too many people from the workplace as they age. Click here to read more.