A concerning number of people in the UK continue to believe in ageist myths about older workers, according to new research from the Age Without Limits campaign.
The survey, commissioned by the national charity Centre for Ageing Better, looks at the negative assumptions regarding older employees’ competency, adaptability, and value in the workplace. The Age Without Limits campaign, which launched in January 2023, aims to challenge negative perceptions of ageing and promote positive change in attitudes.
The findings of the survey reveal that one in four people (24%) believe it does not make business sense to employ someone over the age of 50, citing perceptions of slower work and reduced adaptability.
Additionally, more than one in five (22%) view providing in-job training for workers over 50 as a waste of resources, assuming older employees are unlikely to remain in their roles for long. The survey also shows that around one-third (32%) of respondents think people become less competent with technology as they age.
Men and Younger Generations Hold Stronger Ageist Views
The survey noted differences in attitudes between genders and age groups. More than one in four men (27%) believe it does not make business sense to employ someone over 50, compared to 21 percent of women. Men are also more likely to see in-job training for older workers as a waste of resources (26% vs 18%).
Younger generations, particularly those aged 18-24, are significantly more likely to hold ageist views. Nearly half (48%) of 18-24-year-olds believe hiring older workers is not good business sense, compared to just 4 percent of people aged 65 and above. Similarly, 36 percent of 18-24 year-olds think training older employees is a waste of resources, compared to only 3 percent of the over-65 group.
The research also shows that people aged 25-34 are more likely to believe older individuals become less competent with technology, with 46 percent holding this view, compared to 22 percent of people aged 65 and above.
Dr Carole Easton OBE, Chief Executive at the Centre for Ageing Better, said, “The proportion of people who fail to see the value and benefits of employing people in their 50s and 60s is worryingly high, but sadly also not surprising.
“Our Age Without Limits campaign has previously highlighted the workplace as one of the most common situations in which people to experience ageism. It is so dispiriting that these attitudes persist when older workers have such potential to tackle skills shortages, help businesses to thrive and grow our national economy.”
Educational Qualifications and Ageist Assumptions
The study highlights a correlation between higher educational qualifications and ageist attitudes. Individuals with Level 4 qualifications or above, including degrees and doctorates, are more likely to hold negative perceptions of older workers than those with lower educational attainment.
Among those with Level 4 qualifications, nearly one in three (31%) believe hiring workers over 50 does not make business sense, compared to 17 percent of those with Level 3 qualifications. Similarly, 29 percent of individuals with Level 4 qualifications think training older employees is a waste of resources, compared to 13 percent of those with Level 3 qualifications.
This group is also more likely to believe that older workers become less competent with technology, with 35 percent holding this view compared to lower percentages among individuals with fewer qualifications.
Carole Easton said, “The prevalence of ageist attitudes is higher among people with the highest educational qualifications who are most likely to make decisions around hiring, promoting and developing workers who are in their 50s and 60s. Little wonder that older workers are less likely to receive in-work training, are more likely to be made redundant and experience greater difficulties finding work.
“It doesn’t have to be this way. By noticing and challenging ageism in the workplace, we can change employer attitudes to older workers and help everyone to fulfil their potential in later life.”
The Impact of Ageism
Sheffield-based Danielle Barbereau shared her experiences with workplace ageism. After being made redundant from a senior management role, she found it challenging to secure another position in the same sector.
“I was not the ‘right fit’ for similar jobs and ‘over-qualified’ for more junior roles,” she explained. Frustrated by these barriers, she pursued a career change and launched her own business, where she has since thrived.
“Ageism can happen anywhere in your life and in any interaction you might have with someone,” Barbereau added. “When you start noticing it, you see just how common it is and how it can impact the things you think and do.”
Barbereau added, “I don’t want to be limited by people’s negative assumptions about me because of my age, and that’s why the campaign from Age Without Limits is so important. Hopefully, we’ll all be old one day.”
Alessandra Pacelli is a journalist and author contributing to HRreview, where she covers topics including labour market trends, employment costs, and workplace issues.
- Alessandra Pacelli
- Alessandra Pacelli
- Alessandra Pacelli
- Alessandra Pacelli
