Although we are legally protected from age discrimination, also known as ageism, under the Equality Act 2010, there is evidence to suggest that this is still taking place within the recruitment process for older workers looking for a job.
What is Ageism?
Ageism is when you are treated unfavourably due to your age. You are protected from age discrimination under the Equality Act 2010, which is there to protect us from discrimination, harassment and victimisation. However, employers can make a decision based on someone’s age if they can show it to be justified and proportionate in a very specific set of circumstances.
It can be difficult to prove age discrimination, and it can be subtle, indirect, or even done subconsciously. This means that despite the Equality Act 2010 prohibiting ageism in recruitment, it can still go unnoticed.
At the heart of ageism is negative stereotypes associated with certain age groups. For example, younger employees may be viewed as less reliable, less capable and less hard-working due to their age, and older employees may be seen as less adaptable, less trainable and lacking in technological competence.
Ageism in Recruitment: The Statistics
Not only does ageism affect employees within the workplace, it also can influence the recruitment process. The Centre for Ageing Better state that 36% of 50-69 year olds feel at a disadvantage when applying to jobs due to their age, and that “age is the least scrutinised and most widely accepted form of discrimination in the uk.”
Totaljobs found in a 2024 survey of 4,000 UK workers that 57 is the average age at which candidates are considered “too old” for job roles. 33% of over 50s reported that they fear they will not secure another job due to age discrimination, with this concern being more prevalent among women over 50 (37%) and black workers over 50 (48%). They also found that 59% of HR decision-makers admitted to making assumptions about candidates due to age, with 42% experiencing pressure from colleagues to prioritise and hire younger candidates.
What Impact Does this Have?
Ageism in recruitment not only negatively impacts the confidence and earnings of older applicants, but it also means a waste of talent, skills and experience in the job market.
“Many older workers are eager to continue working, but face significant barriers including age discrimination and the perception that they are ‘too old’ for available roles. While governments have raised retirement ages to extend working lives and reduce welfare costs, 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?” Professor Sarah Vickerstaff, Professor of Work and Employment at the University of Kent
What Can Employers Do?
- Be actively aware of unconscious bias and stereotyping when recruiting new employees
- Provide diversity training to your workforce to address these issues
- Redact candidates’ dates of birth on their applications, and consider replacing dates on CVs with the number of years spent in previous roles
- Use a standardised process for interviews with set questions and a scoring criteria to promote objectivity