Insights

We need to challenge outdated mindsets around age so we can build stronger, more resilient organisations.

People have tried to tell me ageism doesn’t exist in Australian workplaces. But that’s simply not true.

Research from the Australian Human Rights Commission shows one in six organisations won’t even consider hiring someone over 65, and only half are open to recruiting people aged between 50 and 64 to a large extent.

And while over 55 year olds account for almost 20% of the Australian workforce, they accounted for only 4% of the growth in employment levels in the 12 months to February 2023 – in spite of historically high job vacancies.

This isn’t necessarily the case across all industries or organisations, and it’s certainly not conscious discrimination. We know internal biases can exist, and they’re simply not acknowledged.

Challenging ageism benefits everyone

We all have biases, whether we’re aware of them or not. And that might include an underlying belief that older workers are less competent and less capable of learning. But are we undervaluing wisdom and experience?

In his book From Strength to Strength: Finding Success, Happiness, and Deep Purpose in the Second Half of Life, Arthur C Brooks distinguishes between two types of intelligence. Fluid intelligence is the ability to innovate and solve new problems, and crystallised intelligence is the ability to draw on accumulated knowledge and experience. Fluid intelligence is higher when you are younger, but crystallised intelligence only comes with age.

Innovation is critical to your organisation’s success. But a sustainable strategy takes more than agile problem solving – and that’s where older workers can offer unique value. As well as their accumulated knowledge, older workers are highly motivated to coach or mentor younger colleagues, and share their knowledge. This raises the expertise bar across your organisation.

5 ways to tackle age bias in your organisation

While there are many benefits to hiring older employees, there are a few risks to be aware of – especially if you’re bringing them into a younger team. Here’s how you can make sure the person you’re hiring will be a good fit, no matter their age.

1. Judge technology competency by mindset not age

It’s a common assumption that if someone is in a particular age bracket, they’re less digitally-savvy. But I think we all know 30-somethings who aren’t interested in adapting to new tech, and 70 year olds who run rings around them. What’s more important is an openness to experimenting with technology. That’s a mindset, not a generational stereotype.

Top tip: ask candidates how they used new technology to be more effective or efficient in their previous role.

2. Look at your job ads

Before they even reach the screening stage, older applicants may be deterred from applying if you inadvertently use ageist language in your job ads. A US study showed that age stereotypes in job ads greatly reduced the number of applicants over 40. Phrases like ‘high energy’ and ‘fast-moving environment’ may discourage older employees from applying.

Top tip: think about how you describe your culture and employee value proposition – could nuanced word changes reassure potential applicants?

3. Get the rest of the team on board

For the first time in history, we have five generations in the workforce. And that can create challenges with different approaches to communication and collaboration. As an employer, you need to mitigate the risk of disrupting the team dynamic and culture, and that starts with some open and honest conversations.

Top tip: as part of the recruitment process, run a discovery session with your potential hire and their future team to check for concerns and build trust.

4. Be realistic about longevity

Are you worried an older employee might just retire within a few years? While you can’t question a candidate about their age or intentions, you can discuss what they’re looking for in that role, and what they’d like to get out of it. It’s worth remembering many workers in their 50s or early 60s want to keep working for another 8 to 10 years, which is longer than many 30 year olds might stay in a role. And they’re less likely to take the risk of seeking another job.

Top tip: flexibility isn’t just for working parents – it’s the ideal scenario for older workers who want to slowly transition into retirement.

5. Check your algorithm for ageism

If you’re using AI-enabled application systems to review CVs, be aware that bias can be built into these algorithms. Because they’re trained on historical data, AI recruitment tools often just amplify previous bias. For example, with access to graduation date data the algorithm can easily filter candidates by age – or AI job targeting may only present roles to younger demographics.

Top tip: make sure you add a human lens to the applicant review process

When hiring any worker of any age, your first consideration is whether they can do the job. Then think about what they also bring to add value. For older workers this might be the ability to make nuanced decisions, or coach and share knowledge within your teams.

For a truly diverse workforce, we need to accept people for the value, knowledge and skills they bring to the table. If their DNA aligns with your company culture and values, then age shouldn’t matter.

For help finding people of all ages who can bring value to your organisation, please get in touch with the team at BWS Recruitment.

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