Britain’s ageing population is facing a growing crisis in the workplace, with thousands forced into early retirement due to age discrimination, a new study has revealed.
The report, commissioned by leading UK business psychology consultancy Pearn Kandola, surveyed over 3,500 individuals to examine how shifting demographics are impacting employees. With nearly half of the UK workforce projected to be over 50 by 2030, employers are urged to take urgent action against ageism.
WIDESPREAD AGE DISCRIMINATION
According to the Age Discrimination at Work 2024 report, one in four participants aged 18 and over reported experiencing ageism, with workers over 51 being 1.7 times more likely to face prejudice compared to their younger counterparts. Alarmingly, 25% of retirees and 28% of unemployed respondents attributed their employment status to age-related bias.
The research also uncovered that nearly 88% of respondents believe age discrimination exists in workplaces, with 70% identifying it as a widespread issue. Around 38% of those surveyed witnessed ageist behaviour, yet over 40% took no action, underscoring the challenge of holding perpetrators accountable.
Even when action was taken, an “appropriate outcome” occurred in less than half of the cases (45%), while complaints were ignored or unresolved in 54% of instances.
AGE BIAS IMPACTING YOUNGER WORKERS
While older workers reported higher rates of discrimination, the study found that ageism also impacts younger employees. Millennials shared stories of being stereotyped or dismissed based on their perceived inexperience, illustrating that negative age-related stereotypes cut across all age brackets.
The most frequent examples of ageism included colleagues making assumptions about an individual’s abilities (29% of over-51s and 28% of 18–34s) and age-related jokes. Workers also reported being passed over for promotions or assigned less favoUrable tasks due to their age.
STEPS TO COMBAT WORKPLACE AGEISM
Professor Binna Kandola, the report’s author and founder of Pearn Kandola, described the findings as a “troubling picture” of UK workplaces. “Ageism, whether directed at younger or older workers, harms businesses by stifling collaboration, limiting innovation, and losing valuable insights. Addressing these biases is critical for maintaining productivity and harmony in an ageing workforce,” he noted.
The report highlighted practical steps businesses can take to combat ageism:
- Bias awareness: Train employees to recognise and address age-related stereotypes, including subtler forms of bias.
- Cross-age collaboration: Foster intergenerational teamwork to improve communication and mutual respect.
- Promote positive aging: Campaigns like Age Without Limits, England’s first anti-ageism initiative, have shown promise in reducing implicit bias against older workers.
- Clarify anti-discrimination laws: Ensure all employees understand their legal protections and the processes for reporting discrimination.
- Inclusion in recruitment: Highlight diversity policies in job descriptions to attract older workers seeking re-employment.
TACKLING WORKPLACE AGEISM
Despite ongoing challenges, 35% of respondents believe workplaces should do more to address ageism, with calls for mandatory diversity training and quotas for age representation in hiring. The study also revealed that cultural attitudes toward aging remain a significant barrier. Many respondents considered 53 the age at which someone becomes “too old to work,” while over 10% avoided listing their age on CVs out of fear of rejection.
In hiring practices, over 40% of managers admitted they preferred supervising younger staff, with many using discriminatory language such as “we need fresh blood” or “you can’t teach an old dog new tricks.”
Professor Kandola emphasised that ageism is not just a moral issue but a business imperative. “Where companies get this right, they unlock immense value from a diverse workforce, allowing insights and skills to flow across all age groups,” pointed out Kandola. As Britain’s workforce continues to age, employers face a stark choice: adapt to support workers of all generations or risk division, lost productivity, and an exodus of talent.
Click here to download the report.
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