Growing Ageism: One in Four Employers Classify Workers Over 50 as 'Older'

A recent report from the Australian Human Rights Commission (AHRC) and the Australian Human Resources Institute (AHRI) reveals a troubling trend in age discrimination within the Australian workforce. The survey indicates that nearly 25% of human resources professionals now categorize workers aged 51 to 55 as 'older,' a significant increase from just 10% two years ago. This shift suggests a growing bias against older workers, which could have detrimental effects on an economy already grappling with skills shortages.

The report, titled "Older and Young Workers: What do Employers Think?", surveyed 138 employers across Australia, highlighting the biases that older job seekers face. Age Discrimination Commissioner Robert Fitzgerald emphasized the necessity for Australian businesses to adapt to an aging population and to confront the stereotypes that influence hiring practices. "The tragedy is so many employers still have biases and stereotypes, making recruitment decisions based on age and there is an in-built prejudice," he stated. He further noted that addressing this discrimination is not just a social issue but an economic imperative, as increasing the labor force participation rate among older workers is crucial to solving productivity challenges.

The survey findings reveal a reluctance among employers to hire both younger workers under 24 and older workers over 50. Sarah McCann-Bartlett, CEO of AHRI, remarked, "There is a very strong message that if we want to lift productivity in Australia, we need to make better use of the talent that's out there," urging companies to focus on skills rather than age.

The report also offers 18 recommendations to improve inclusivity in workplaces, including the implementation of age-neutral job advertisements and the auditing of AI resume screening tools to eliminate bias. Career coach Leah Lambart noted that many clients in their late 40s are already bracing for age-related barriers in the job market. She advocates for modernizing resumes and enhancing digital skills to compete effectively.

Nicole Gorton, a director at recruitment agency Robert Half, highlighted that perceptions of older workers being less technologically adept play a significant role in hiring biases. "When I speak to organizations and hiring managers, they have a strong appetite for digital fluency," she explained, indicating that age-related assumptions about technological capabilities are prevalent.

Additionally, Lisa Annese, CEO of Chief Executive Women, pointed out the unique challenges faced by older women in the workforce, especially during significant life transitions such as menopause. She indicated that women in their 50s often experience biases that can hinder their career progression, despite being at a pivotal point for professional growth.

Bob Epps, a 63-year-old whose career in senior management was abruptly interrupted by redundancy, exemplifies the challenges faced by older employees. After applying for over 100 jobs without securing an interview, he has since found a leadership role in a taxi service in Cairns, demonstrating resilience in the face of adversity.

As Australia continues to confront an aging workforce, the findings of this report underscore the urgent need for employers to reevaluate their hiring practices. The persistence of ageism presents not only a social challenge but also an economic one, necessitating a shift towards inclusivity that embraces the experience and skills of older workers. The implications of these findings may shape the future of employment practices in Australia, as companies must adapt to leverage the full potential of their workforce, regardless of age.