Understanding Ageism in the Workplace: Why It Matters by Andrea Juhos, Kennedy Executive Search Hungary

Ageism, the discrimination against individuals based on their age, remains a pervasive issue in workplaces worldwide. According to the World Health Organization (WHO), one in two people globally is ageist towards older adults, and in Europe, younger individuals report experiencing ageism more frequently than other age groups.

Interestingly, as global life expectancy increases and people remain healthier for longer, the retirement age is rising across the board. Coupled with declining birth rates, this means that the 50+ demographic is becoming the fastest-growing segment of the workforce. However, ageism presents significant barriers for this group, particularly during times of corporate transformation and in the job search process. Negative biases—such as assumptions that older workers resist change, lack flexibility, or don't understand younger generations—often lead to their exclusion, despite these stereotypes being unfounded.

This issue is even more pronounced for women, who generally face more challenges in the workplace. Research by AARP indicates that 72% of women aged 45 to 74 believe that age discrimination is a reality at work, compared to 57% of men in the same age group.

The recruitment industry itself reflects this bias, with few recruiters over the age of 50, except in executive search. This lack of age diversity in hiring practices exacerbates the problem, as older candidates are often overlooked at the resume stage.

Yet, many companies recognize the value of older workers, especially when younger talent is scarce. For instance, in Hungary, it’s common to find skilled professionals like plumbers, electricians, and general practitioners who are over 50.

Fighting ageism is not just possible, it's essential. Organizations must foster truly inclusive cultures where age diversity is valued, and individuals should stay informed about industry trends and technology, while avoiding age-based judgments. As Reverend Jesse Jackson aptly stated, “Inclusion is not a matter of political correctness. It is the key to growth.” By embracing this principle, we can create more equitable and productive workplaces for all ages.

Kennedy PartnersAugust 14, 2024