A recent report from CWI Labs revealed that ageism remains a significant challenge for job seekers over 50, with 59% believing their age creates barriers during the hiring process. Moreover, 46% of these older job seekers have been searching for employment for at least a year, and only 21% feel confident about securing a job within the next six months.
Age discrimination continues to affect older workers, even though they play an important role in the U.S. labor market. CWI Labs’ founder and CEO, Gary Officer, emphasized the need for an age-inclusive workforce, stating that the U.S. lags behind other G-7 nations in spending on worker training, especially for older workers. He advocates for a shift in workforce development strategies to create more opportunities for older employees to thrive in today’s evolving job market.
In a survey conducted among 1,600 individuals between the ages of 18 and 71, 81% of those over 50 felt that employers favored younger candidates. This belief persists despite the willingness of older workers to collaborate with colleagues of all ages. Interestingly, the survey revealed that while 83% of those aged 50 and above reported positive relationships with colleagues across generations, younger workers (aged 18-49) had an even higher rate of positive relationships, at 94%.
Age-related microaggressions also emerged as a concern for older workers, with 28% witnessing such incidents and 19% experiencing them firsthand. Most of these microaggressions were reportedly from younger colleagues. Despite this, the majority of older workers (78%) reported working in teams with colleagues from different generations, and 74% said they were comfortable being managed by someone younger.
Additionally, the willingness of older workers to adapt and learn remains high. The report highlighted that 92% of those over 50 expressed a strong interest in learning new skills, particularly digital skills, to remain competitive in the workforce.
As older adults make up a larger portion of the American workforce, comprising 29.5% in 2023 compared to 23% in 2000, businesses must adjust their strategies to meet the needs of this demographic. HR professionals are in a prime position to combat age bias, rethinking recruiting efforts and fostering more inclusive hiring practices. By breaking outdated stereotypes and featuring older workers in recruitment efforts, businesses can create a more diverse and equitable workplace.
