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The working world is ever-changing, constantly adapting to the next new normal. \u00a0However, there are still underlying issues that need to be addressed. One of these problems is the bias towards young workers as a result of behavioral norms and the thoughtless design of systems installed to vet candidates.<\/p>\n
According to a study<\/em><\/span><\/a> by AARP 61% of respondents over the age of 45 believe that they have seen or experienced ageism in the workplace. This is especially prevalent in the tech industry, where individuals over 40 only take up 26%<\/a><\/em><\/span> of the industry.<\/p>\n In this article, we discuss the ways that the systems may be discriminatory, and how organizations can overcome this.<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.16″ _module_preset=”default” quote_font_size=”16px” global_colors_info=”{}”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”]<\/p>\n Older workers tend to have qualities that are often taken for granted by recruiters.<\/p>\n More worldly, a different perspective<\/strong>: it\u2019s common knowledge that everyone has different perspectives on life. This is even more prevalent for mature workers in comparison to younger workers. It\u2019s important to have a work environment with different perspectives, as each can learn from the other. Timewise<\/em><\/span><\/a> believes that because older workers provide a different perspective, it can help to avoid groupthink.<\/p>\n More or better-quality social ties<\/strong>: older workers may not only have more social ties connected to the sector as a result of their experience, but these social ties may also be better-quality in terms of people more advanced in their career.<\/p>\n More available and flexible<\/strong>: Age Smart Employer<\/em><\/span><\/a> believes that older workers take fewer days off. This may occur because they\u2019re less likely to have young children, meaning they may have more time on their hands.<\/p>\n Bringing diversity to work culture<\/strong>: there is a multitude of benefits that diversity in your workforce will bring including increased productivity. Therefore, by hiring older workers you are benefiting your business \u2013 which sounds like a good thing to me.<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.16″ _module_preset=”default” quote_font_size=”16px” custom_margin=”29px|||||” global_colors_info=”{}”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”]<\/p>\n This is the question everyone asks themselves, but we are presenting this differently to show the effect this has on older workers. Degree vs Experience. That\u2019s the debate that surrounds employers. Do you want someone with a good degree? More experience? Or the best of both worlds? Let\u2019s be honest it\u2019s most probably the latter. However, let’s debate this to show the disadvantage.<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.16″ _module_preset=”default” custom_margin=”||36px|||” global_colors_info=”{}”]<\/p>\n Older workers are much less likely to have a degree since it has become more popularised in recent years. Recently many people have been going to college as the first person in their family to do so. However, the issue with degrees becoming more common is that they\u2019re now seen as a requirement for most job roles. This makes it harder for older workers without degrees to find a job in that role. A study<\/a><\/em><\/span> shows that employers believe that applicants with a degree are more “job-ready” than those without.<\/p>\n However, this isn\u2019t the case for all employers as Tim Cook (CEO of Apple) stated that nearly half<\/a><\/span><\/em> of the apple employees hired in 2019 didn’t have a four-year degree.<\/p>\n So, is it then down to experience?<\/p>\n The issue with this is if an older worker desires a career change, then they won’t have the work experience nor the degree.<\/p>\n While there are options out there that provide experience for those on a low income, it’s more difficult for an older worker to take that risk. They are more likely to have to support a family, pay a mortgage, and bills.<\/p>\n They also don\u2019t have as many opportunities as younger workers.\u00a0 For example, in the UK there is the Kickstart Scheme which aims to give younger individuals work experience for 6 months while getting paid. However, it neglects older workers as the age range is between 16 and 24, meaning that many workers are getting excluded from such a beneficial opportunity.<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.16″ _module_preset=”default” custom_margin=”60px||35px|||” custom_padding=”0px|||||” global_colors_info=”{}”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.16″ _module_preset=”default” quote_font_size=”16px” custom_margin=”||35px|||” global_colors_info=”{}”]<\/p>\n Talent leaders have to be proactive, putting more effort into re-setting internal attitudes, behaviors, and systems in order to stamp out age discrimination in recruitment.\u00a0 Here are a few ideas:<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.16″ _module_preset=”default” custom_margin=”||34px|||” global_colors_info=”{}”]<\/p>\n Posting job advertisements are crucial to obtain talent, and massively benefit organizations who do this. However, they can be discriminatory in different ways.<\/p>\n Where<\/em> organizations publish the job advertisement can affect who\u2019s seeing it. As an example, Facebook\u2019s algorithm was found to discriminate who they present the ads to, so it\u2019s important to keep this in mind.<\/p>\n Also, you need to take into account what age demographic<\/em> uses the platform you\u2019re advertising on.<\/p>\n For example, 60%<\/a><\/span><\/em> of LinkedIn users are between the ages of 25 and 34. So, older workers may not be seeing the advertisements in the first place.<\/p>\n Another way advertisements can be discriminatory is in the wording<\/em> used in job descriptions. In an Ageing Better<\/span><\/em><\/a> study a participant stated:<\/p>\n \u201cI have seen wording like that and immediately think\u2026 Whoever has written that has already got a bias, and therefore you\u2019re not really interested in getting involved in that.\u201d<\/p>\n<\/blockquote>\n Organizations need to go through the language they use to identify whether it may be problematic or not. \u00a0Recruiters could be putting off older workers with their advertisements without knowing it.<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.16″ _module_preset=”default” custom_margin=”||34px|||” global_colors_info=”{}”]<\/p>\n Interviews can be biased in different ways. From the questions that get asked, to the interviewer themselves. If the interviewer is biased toward younger workers, then the older worker doesn\u2019t stand much of a chance. In Ageing Better\u2019s<\/a><\/em><\/span> study, it was common for the participants to have bad experiences in job interviews.<\/p>\n A good way to try and overcome bias in interviews is by supplying training on ageism, what it means to be unbiased and how to prevent bias from affecting the recruitment process. It would also be beneficial for organizations to have older workers on the interview panel, as it could make the interviewee feel more comfortable knowing that they\u2019re on the same level as other interviewees.<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.16″ _module_preset=”default” custom_margin=”||34px|||” global_colors_info=”{}”]<\/p>\n I think it\u2019s important to address and debunk the stereotypes that surround older workers, and what it means to employ them.<\/p>\n \u2018Older workers will leave after a few years to retire\u2019.<\/strong> Yes, some workers will want to retire at the retirement age (66). However, 55%<\/a><\/em><\/span> of workers plan to work in retirement. I don\u2019t think it could be a case of \u2018they might retire soon\u2019 because it\u2019s not often that young workers will stay in just one job for the rest of their working life. Clearly, some people don\u2019t want to retire so you can’t predict how long someone may stay at a job based on their age.<\/p>\nWhy should you be looking to hire more mature workers?
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What are employers looking for in their talent?
A recognized qualification like a degree<\/h3>\n
Work experience or discipline<\/h3>\n
How to tweak your recruiting methods to re-balance unintended bias
Job Advertisements<\/h3>\n
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Job Interviews<\/h3>\n
Stereotypes<\/h3>\n