As workplace technologies continue to evolve, so too must the skill sets required to keep up with these changes. Many companies assume that a younger workforce makes sense given these changes, but to act on these assumptions could be doing businesses a disservice—and what’s more, could be illegal.
Within the tech industry, for example, ageism toward older workers is a growing issue, reports Fortune. The proportion of 25- to 39-year-olds in U.S. high-tech jobs was 40.8% in 2022, compared to 33.1% in the overall U.S. workforce, according to a report from the Equal Employment Opportunities Commission (EEOC). Meanwhile, the proportion of tech workers over 40 fell from 55.9% in 2014 to 52.1% in 2022, below the national average of 53.1%. The number of tech workers under 25 grew 9% annually between 2014 and 2022, but just 4% for those over 65.
This trend is not going unnoticed. Nearly one in five charges filed with the EEOC in the tech industry are for age-related reasons, with older generations more likely to file these complaints on the grounds of discrimination or retaliation. In other industries, the average proportion of age-related charges is about 15%.
Ageism Comes in Many Forms
The manifestations of ageism come in many forms and are often subtle. Resume Now’s 2024 State of Ageism in the Workplace report, based on a survey of more than 1,000 U.S. workers over 40, found that 90% of respondents felt they have experienced ageism at work. The report dug into how this manifests, including the following top reasons indicated by respondents:
- An employer shows a preference for hiring younger employees (52%).
- Earning less money than younger colleagues for the same work (49%).
- Different attitudes of leaders toward older and younger employees (45%).
- A work environment that tolerates age-related comments (35%).
- Older workers are passed over for challenging assignments (22%).
- Individuals over a certain age are deemed as overqualified for a job (21%).
- Older workers are excluded from certain activities, such as meetings (16%).
- Older workers are routinely passed over for promotions in favor of younger, less-qualified workers (16%).
How Age Bias Plays Out Across the World
While the Resume Now survey is based on responses from employees over 40 in the United States, other surveys have sought different views. A report from U.K. hiring platform Totaljobs, for example, found that that nearly three in five recruiters factor in age when making decisions, and 46% consider candidates over 57 as too old.
Across the pond in the U.S., AARP found that 64% of employees 50 and older have reported seeing or experiencing age discrimination in the workplace. About 22% say they are being pushed out of their job because of their age.
In China, a 2023 survey by recruitment platform Lagou Zhaopin found that 87% of programmers were “seriously worried” about being fired or unable to find a new job after turning 35, the Financial Times reports. The publication noted that the average age of workers at TikTok parent ByteDance is 27, according to the latest figures from the professional networking site Maimai. The average age of staff at short video app Kuaishou is 28, and 33 at ride-hailing app DiDi. The average age of the worker in China overall is 38.3, based on data from the All-China Federation of Trade Unions.
Ageism Is a Two-Way Street
A survey of 1,000 U.S. hiring managers by Resume Builder found that more than four in 10 considered the age of job seekers when going over resumes, while 38% admitted to reviewing them with age bias, targeting candidates over the age of 60 (34%), and, interestingly, members of Gen Z (36%). The latter stat points to the fact that ageism does not just affect older workers.
In Portugal, results from a recently released survey by the Francisco Manuel dos Santos Foundation revealed that 42.3% of workers ages 18 to 35 felt prejudice at work based on age, reports The Portugal News. This is compared to 28.6% among middle-aged workers and 25.6% among older workers. According to a report from McKinsey & Company and LeanIn.Org, 49% of women under 30 in corporate America have experienced ageism, compared to 38% of women over 60.
Fighting Ageism at Work: The Experts’ Perspective
“With the vast majority of workers over the age of 40 experiencing age-related bias, it’s clear that ageism is a very large and unaddressed problem within the workplace,” says Heather O’Neill, career expert at Resume Now, in an article from HR Today. “This high prevalence highlights the fact that current policies and workplace dynamics are failing to protect employees from age-related discrimination. To effectively combat this problem, we need stronger tools, more comprehensive education, and targeted training to put an end to this epidemic.”
Natalie Matalon, chief people officer at Totaljobs, says in an article from Onrec, “Businesses have the tools to tackle these biases and create more inclusive hiring processes. Whether it’s using AI to identify biased language in job ads, forming age-diverse hiring panels, or shifting from ‘cultural fit’ to ‘cultural add’ when assessing candidates, there are many positive and proactive steps businesses can implement to tackle this issue. The organizations that act now will not only gain access to a broader, more experienced talent pool but also retain essential skills and experience from their existing workforce, fostering greater workplace diversity.”
Mobility’s Take on Embracing Age Diversity
By failing to embrace generational differences, companies may lose out on the fresh perspective younger employees bring and the experience that comes with those who have had the benefit of time. “Sometimes, we get so comfortable doing things a certain way—the way we’ve always done it—and we need that fresh perspective to keep us on our toes and help us stay competitive,” says Erin Venable, brand ambassador at Cartwright Global Mobility. “At the same time, we need those seasoned team members because they’re able to add the wisdom that comes with having seen ideas come and go, and they add that layer of ‘staying power’ to the new ideas to make sure we don’t stray too far from the basics of what we know works.”
Whether new to the field or well experienced, all generations have something to contribute. “Having a mix of age ranges with diverse backgrounds helps create a well-rounded entity that represents all stakeholders,” says Teresa R. Howe, owner of TRH Consulting. “Age is really irrelevant as long as the individual is willing to learn and grow and work as a team.”