Why 57 is a dangerous age if you want to secure a new job
A new study from recruitment platform Totaljobs reveals the extent of age discrimination in the labour market as older workers struggle to get hired and are considered ‘too old’ at 57
Are employers missing a trick when it comes to utilising the expertise and experience of older workers? This question might be as old as the hills, but it has resurfaced again this autumn with the findings of a survey from the recruitment platform Totaljobs showing that a third of over-50s worry that they will struggle to find work due to age discrimination.
Totaljobs partnered with Professor Sarah Vickerstaff of the University of Kent to canvass 4,000 UK workers in late July 2024. Its report ‘The Age Advantage: Overcoming Age Bias to Hire Experienced Talent’ presents some eye-catching findings, most notably that 57 is the average age at which candidates are considered ‘too old’ for job roles.
Economic fallout
Two fifths (42 per cent) of HR decision-makers have experienced pressure to hire younger candidates, putting older workers at risk of being overlooked in recruitment. As a result, over a fifth (22 per cent) of over 50s feel compelled to omit their age from CVs, while a quarter (25 per cent) hesitate to apply for jobs as they anticipate potential bias. One in seven (15 per cent) report being turned down for jobs because of their age. Black and female workers over 50 are most acutely concerned that they won’t secure another job.
The economic fallout from age discrimination in the recruitment marketplace is considerable at a time when many UK employers are struggling to fill vacancies and bridge the skills gap, say the authors of the report. An estimated £138 billion in economic output is being overlooked. But, according to Professor Vickerstaff, ‘The benefits of an age-diverse workforce go beyond the economic. Good work benefits individuals, and an inclusive, multigenerational workforce could be a win-win for society. So why isn’t this potential being fully realised?’
Causes of stigma
Several research studies have tried to examine to root causes of the stigma around employing older workers. Common stereotypes persist such as people becoming less productive, more closed to new ideas, more prone to sickness, and more likely to struggle with new technologies in the workplace as they age.
However, much of the evidence on the baby boomer generation (born 1946-1964) suggests the opposite: older workers tend to take fewer sick days, show stronger problem-solving skills and are more likely to be highly satisfied with their work than younger colleagues. Neither are they Luddites when it comes to new technology, rightly claiming that they have successfully navigated several waves of technological change over the course of their lengthy careers.
Mindset of recruiters
In the past, a key barrier facing older people in the workforce was the physical design of the noisy open-plan office, which was widely criticised as tiring, stigmatising and unfit for purpose. Since the pandemic, however, one of the key aspects of the new workplace has been the rise of inclusive design to create a more welcoming and comfortable environment for all ages and abilities.
Even though older people have generally remained far more reluctant to return to the office than their younger counterparts, there has been some undeniable progress on designing spaces that might harness the economic potential of the older workforce. Much less progress has been made in terms of the mindset of recruiters, as the Totaljobs survey reveals.
Some helpful initiatives are in development. AI is being used to identify biased language in job ads (which call for ‘dynamic’ or ‘energetic’ candidates for example), and companies are assembling more age-diverse hiring panels. But, let’s face it, if job candidates are considered ‘too old’ for new roles at the age of 57, it’s more than just the economy that will suffer.
Read the full Totaljobs report here.
