Learn how to combat age discrimination at work and benefit from a highly skilled, multigenerational workforce. Over half (55%) of UK businesses have yet to implement strategies to promote age diversity, creating an environment where one in three job seekers over 50 are concerned their age will hinder future employment prospects. That’s according to the insights uncovered by our research into ageism in the recruitment process, which also offers practical strategies you can implement to attract and retain experienced talent. In this article, we’ll be using the findings to explore age discrimination in the workplace and the steps employers can take to overcome bias and foster an age-diverse environment.

What is age discrimination

Age discrimination refers to the unfair treatment of individuals based on their age, resulting in exclusion or unequal opportunities within the workplace. While this issue can impact workers of all ages, older employees (those aged 50 and above) are particularly vulnerable, especially in recruitment and career advancement processes. The Equality Act 2010 outlines nine protected characteristics, which include age, race, disability and sexual orientation, and includes key provisions regarding age discrimination employers must adhere to, including:

1. Direct and indirect discrimination: Employers cannot treat individuals unfairly due to their age or enforce policies that disproportionately affect certain age groups.
2. Protection at all stages: The Act protects against age discrimination throughout employment, from recruitment and pay to promotion and termination.
3. Harassment and victimisation: Age-related harassment and victimisation for raising discrimination concerns are both prohibited.
4. Coverage for all: Protection applies from day one, including job applicants, with no minimum employment requirement.

Despite this, many organisations struggle with unconscious age biases, often fuelled by stereotypes like older workers being resistant to technology or younger workers lacking experience. These misconceptions can both hinder professional growth and negatively impact workplace dynamics.

Understanding the scope of age discrimination

The prevalence of age discrimination in the workplace is underscored by the fact that over half of recruiters admit to making age-based assumptions during the recruitment process. These biases can significantly affect older and younger workers, albeit in different ways:

• Older workers are often viewed as “less adaptable” or even “too expensive”.
• Younger applicants can face stereotypes related to immaturity or perceived lack of commitment.

Unfortunately, the impact of these assumptions can be profound. For instance, 27% of candidates over 50 feel “old” compared to their peers, while 25% refrain from applying for jobs due to this self-perception. This illustrates how age bias can impact an employer’s ability to attract and retain a diverse workforce.

Age diversity in the UK workplace

Despite an increased focus on inclusion, age diversity is still overlooked in many UK workplaces. Our research shows that over half of businesses have yet to implement strategies to promote age diversity, which is particularly concerning given that 46% of recruiters admit to viewing candidates over the age of 57 as “too old.” With the UK workforce consisting of a growing number of older employees, a lack of age diversity initiatives represents a missed opportunity. According to the Centre for Ageing Better, closing the employment gap for workers over 50 could increase the UK’s GDP by at least £9 billion annually, while also boosting income tax and National Insurance contributions by £1.6 billion a year. Addressing ageism can therefore foster a more inclusive culture that helps employers tap into a wider talent pool, improving their workforce and contributing to broader economic growth with reducing the potential for age discrimination claims.

Biases and stereotypes against older colleagues

Common stereotypes around older workers contribute significantly to age discrimination in the workplace. Key biases to be aware of include:

• Technology concerns: 56% of recruiters doubt older candidates’ capabilities with technology, perpetuating the misconception that they struggle to adapt to new tools.
• Perceptions of adaptability: Despite evidence to the contrary, many recruiters believe older workers are less flexible and less willing to embrace change.
• Hiring pressure: 42% of recruiters admit feeling pressure to select younger candidates, overlooking the invaluable experience of seasoned professionals.
• Explicit Age Discrimination: Over 1 in 10 (15%) candidates over the age of 50 have been explicitly turned down for a job due to their age.

Age bias against younger workers

Younger workers also have to grapple with stereotypes that can adversely impact their career prospects. Common biases they face include:

• Perceptions of inexperience: Younger candidates are often viewed as lacking in necessary experience.
• Assumptions about professionalism: There is still a prevailing stereotype that younger workers are committed than their older counterparts.
• Preferences for older candidates: Employers may prioritise older candidates for leadership roles, assuming that younger workers are not ready for the responsibility.

Steps to avoid age discrimination in the workplace

Building an age-inclusive culture is essential for unlocking the full potential of a diverse workforce. When employees of all ages feel valued, organisations can enjoy improved job satisfaction, retention and performance. Here we’ve outlined the practical steps you can take to prevent age discrimination and create a more age-inclusive workplace culture that benefits everyone.

1. Ensure an inclusive application process

Application processes and the language used in job descriptions can significantly impact who feels encouraged to apply for an opening. In fact, our research found that 37% of candidates over 50 avoid applying for jobs they feel are tailored to younger workers. To ensure inclusivity and age diversity in the hiring process, employers can:

• Avoid age-specific terms: Steer clear of terms like “energetic” or “digital native”, which can signal a preference for younger candidates.
• Use universal language: Opt for terms like “reliable,” “experienced,” and “approachable” that appeal to jobseekers of all age groups.
• Eliminate aged requirements: Avoid processes that require applicants to disclose their age early on, focusing instead on skills, experience and cultural fit.

2. Offer training to overcome age bias

59% of recruiters admit to making assumptions based on age during the hiring process, which can lead to discriminating against older workers. As a result, it’s critical to provide hiring teams with comprehensive diversity training that allows them to challenge unconscious biases. By incorporating diversity and inclusion training focused on age, employers can look to:

• Dispel stereotypes, such as the assumption that older workers struggle with technology.
• Develop a more open and equitable approach to talent acquisition.

3. Leverage diverse interview panels

Diverse interview panels made up of individuals from various age groups can help guard against unconscious biases that may otherwise influence hiring decisions. Furthermore, involving younger and older employees in the interview process provides a more balanced perspective and helps challenge ageist assumptions. This diversity can help candidates feel more comfortable, as they can see that the evaluation process is both equitable and inclusive.

4. Support lifelong learning for all employees

A commitment to lifelong learning benefits all employees, regardless of their age, with our research showing that workers over 50 are just as eager to upskill as younger employees. To support this, employers can:

• Offer continuous learning opportunities: Ensure access to professional development for all ages in the workplace.
• Tailor training programmes: Help older employees stay competitive by providing targeted training, especially in fast-evolving sectors.

5. Promote flexible work and flexi-retirement

Flexible working arrangements are hugely popular among workers of all age groups, with almost two-fifths willing to skip a pay rise to secure this highly desirable benefit. Making these accommodations can be particularly useful in fostering loyalty and retention among older workers, with our research showing that 51% see flexible hours as an incentive to work beyond the standard retirement age of 66. There are various ways employers can implement flexible working, including:

• Flexible working options: Allow for variable hours, job-sharing or remote work.
• Flexi-retirement plans: Consider part-time roles of project-based work to cater to the needs of experienced talent.

6. Create equal career progression opportunities

Ensuring that employees of all ages have equal access to promotion, leadership roles and development opportunities is key to creating a fairer workplace. As a result, employers should actively work to eliminate assumptions that older workers are less ambitious or nearing retirement, with many eager to take on new challenges and advance in their careers. Furthermore, implementing clear, age-neutral criteria for performance reviews and promotions helps to guarantee fairness and transparency across all age groups, making it possible to cultivate an environment where everyone feels they can grow and thrive.

7. Implement mentorship programmes across age groups

Mentorship is a great tool for bridging generational gaps, fostering collaboration and building mutual respect between younger and older employees at work. Employers can look to access these benefits by:

• Promoting mentorship across age groups: Facilitate relationships where both older and younger employees share knowledge and experiences.
• Encouraging technology skill-sharing: Younger employees can assist older colleagues with new tools and trends, while simultaneously benefiting from the wisdom and experience of their senior counterparts.

Fostering a multigenerational workforce

Building a multigenerational workforce is essential for success in today’s evolving landscape. By addressing years of age discrimination and adopting inclusive recruitment practices, you can ensure all your employees feel valued and respected. An age inclusive culture brings diverse perspectives that enhance decision-making and creativity. Embracing age diversity can therefore help your organisation thrive, benefitting from the unique strengths and experiences of a truly inclusive workforce. Check out our report ‘The Age Advantage: Overcoming Age Bias to Hire Experienced Talent’ for further insights into embracing age diversity and fostering a more inclusive workplace.