Sadly, employers are keener to hire young blood than someone more mature. As frustrating as that is, you are far from being put out to pasture when you’re in your 50s.
It’s essential to understand the reasons for this apparent ageism in the workplace to determine if the consensus is appropriate or based on misguided assumptions.
According to a 2022 study of over 1,000 managers by the Chartered Marketing Institute (CMI), only 42% would hire someone between 50 and 64. The question is whether the workplace is becoming an exclusive environment for the over 50s.
We’ve gathered 15 reasons that most employers assume about hiring someone over 50 but probably won’t openly admit to.
1. Cultural Emphasis on Youth
There’s an unwritten assumption that youth equals energy and innovation. It’s as if companies think you will fall asleep at your desk and have limited brain cell activity once you reach a certain age. Some companies, such as those in skincare, want to portray a youthful image for their brand and have a blinkered attitude toward hiring people over 50.
2. Generational Gaps in the Workplace
It wouldn’t be realistic to ignore generational gaps. Young people assume older people are “past it” and incapable of growth. Older people may assume young people are entitled and naïve. Bridging that gap and clarifying assumptions are the first steps toward showing employees that everyone can contribute value to the workplace.
3. Perceived Threat to Younger Employees
Hiring experienced workers over 50 can seem like a threat to young employees in a competitive environment. They may worry about losing out on a promotion to someone with more business experience. No employer wants conflict in the workplace, so they may avoid hiring older employees.
Of course, that isn’t the solution. It would be better to make everyone aware of promotion opportunities.
4. Social Dynamics and Ageism
The misconception that older employees won’t fit in with a company culture is an outdated assumption. Instead of taking an individual on merit, some employers are guilty of ageism, believing that the over 50s may find it challenging to interact socially with younger coworkers.
However, denying older people the opportunity to disprove the bias doesn’t allow anyone to test the expectations.
5. Fear of Aging – Gerontophobia
Who knew there was a genuine phobia about the fear of aging? Gerontophobia is when someone is psychologically uncomfortable with, or fearful of, the idea of mortality and aging. If a hiring manager or company leader has Gerontophobia, they are less likely to be open to hiring someone over 50.
6. Higher Perceived Costs
Employers often think mature workers are more expensive to hire than their younger counterparts. Perhaps they assume those over 50 have a mortgage and family to support and need a higher salary.
However, it’s often the case that people over 50 have fewer outgoings. They may have paid off their mortgage and have savings. Organizations must balance what mature employees can bring to the workplace instead of focusing on imaginary costs.
7. Concerns About Skill Relevance
There’s never been such a concern about getting a job over 50. Technology is advancing at an incredible pace. With the crazy growth of artificial intelligence (AI), it’s challenging enough to keep pace with technology at any age.
The assumption is that people over 50 may not have the qualifications or skills younger people have, leading to an age gap in the workplace.
8. Desire for Long-Term Commitment
Understandably, companies believe hiring a young candidate means a long career in their organization. Comparatively, someone over 50 is closer to considering retirement than a candidate in their 20s.
It is, although, a misconception since young employees have more choices nowadays. They seek another job if the organization’s ethics and culture, pay rates, or goals don’t align. Someone over 50 is more likely to be seeking stability in a career.
9. Perceived Inflexibility
Some organizations hold on to fixed stereotypes about the over 50s, believing they are less physically and mentally capable. They think they cannot adapt to a fast-moving work environment, are less trainable, are set in their ways, and have reduced technological competence.
Older candidates can overcome these stereotypes by showing a growth mindset, keeping up with technology, and staying physically fit and healthy.
10. Underestimation of Experience
Organizations often undervalue the wisdom, maturity, accumulated knowledge, and experience that an employee over 50 brings to the workplace, even if they have qualifications. Instead, some companies focus on hiring younger candidates with recent qualifications, believing it is more relevant to the workplace.
With that said, having superior qualifications doesn’t guarantee that someone will do a good job. The over 50s may have a better perspective, with excellent problem-solving skills and unique insights.
11. Diversity and Inclusion Focus
Organizations place a hefty focus on diversity and inclusion in the workplace. They aim to hire a good balance of race, culture, and gender but often overlook age diversity by focusing on hiring younger candidates.
It’s a missed opportunity. The over-50s can bring a fresh perspective into the workplace that everyone would benefit from.
12. Technological Adaptability
Most companies have technological systems that keep the organization running smoothly. They make assumptions that older employees may not be capable of adapting to using updated technologies.
They overlook that those in their 50s are capable of learning new technologies, software, and apps. Aptitude has nothing to do with age. It is a mindset skill.
13. Health and Stamina Concerns
Youth doesn’t necessarily equate to good health and fitness. Organizations often have misconceptions about the physical and mental fitness of candidates over 50. It’s a stereotypical belief that needs challenging. Each candidate must be taken on merit.
For instance, an overweight 20-year-old who eats burgers and fries daily is less likely to have the stamina of a 55-year-old who eats a plant-based diet and visits the gym daily.
14. Recruitment Bias
The recruitment industry is a demanding and fast-paced environment. Staff turnover is high, and most recruiters are typically under 35. Candidates over 50 often feel disadvantaged when applying for jobs because of the inherent bias towards younger applicants.
Recruitment strategies, advertising campaigns, and marketing target younger demographics and discount older job seekers.
15. Retirement Proximity
Hiring costs can run into thousands of dollars from advertising, onboarding, and training new employees. Organizations are reluctant to invest in someone in their fifties because of the misconception that the candidate will leave the workplace to retire.
They fail to consider that many people in their 50s aren’t ready to swap their corporate wear for fluffy slippers or spend all day on the golf course. They want to maintain their sense of purpose and do something worthwhile with their lives.
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Source: CMI
