The UK’s over-50s expect to face age discrimination when searching for a new job, according to new research published today.
Two-thirds (65%) believe their age works against them when applying for jobs, while 70 percent feel that it is difficult to pursue new career opportunities over the age of 50.
Despite this, older workers are keen to do what it takes to remain in the workplace, with six in ten open to reskilling for a new role.
The Unretirement Uprising report by age activism platform 55/Redefined and recruitment company Reed Talent Solutions, reveals the findings of an independent study into the experiences of more than 4,000 over-50s across the UK.
They are a valuable part of the workforce
As UK employers grapple with the biggest talent shortfall on record, this generation – capable of injecting around £20 billion to the economy by staying in work – feel forgotten, despite there being 1.2 million job vacancies in the UK between July and September this year alone and a shortage of candidates.
The report also shines a light on a digital disconnect between the over-50s and employment. With just 16 per cent of over-50s active on LinkedIn – it may come as no surprise that four in five surveyed have not been contacted by a recruiter in the past 12 months, making the case for over-50s to embrace LinkedIn and for those with vacancies to find other means to engage this audience.
Beyond this, the report calls for employers to invest in age diversity like they would other D&I metrics.
Lyndsey Simpson, Founder and CEO of 55/Redefined, said:
“The relationship between the over-50s and work is broken. While progress has been made across other diversity and inclusion measures, age is falling by the wayside and it’s not just morally wrong, but fiscally irresponsible. In a struggling economy, awash with job vacancies, the over-50s could solve the UK’s talent problems, but action needs to be taken.
“Employers must do deep work to improve their age diversity to mirror the positive change we’ve seen across gender or any other characteristic. Actively looking to attract and retain over-50s – including welcoming the notion of unretirement, giving the over-50s the choice to remain, leave and re-enter the workplace – is key.”
The research, which also found that almost a third (30%) of over-50s that have retired felt forced to do so, calls for ‘unretirement’ as a new work phase to help over-50s remain, leave and re-enter the workplace.
Lee Gudgeon, Managing Director at Reed Talent Solutions, said:
“Over-50s are vital to the UK economy, bringing much-needed experience, resilience and a depth of skills. While the ‘Great Resignation’ can be traced directly to the pandemic, many of the problems that led to the relationship breakdown between older workers and businesses – as outlined in our comprehensive report – were already in place.
“Age discrimination remains – both perceived and real – and we need to address this if we want to retain and reattract this rich vein of talent. We need to encourage them to be active on LinkedIn and job boards to ensure they can engage with our opportunities, while continuing to uphold best practice such as removing date of birth from CVs.
“The challenge is now on companies and recruiters to develop an employee value proposition which is wholly inclusive. Better training for older workers, more flexible working options, mid-life MoTs, and an inclusive environment mean workers will stay longer, learn new skills, and remain motivated and at the top of their game.”
Amelia Brand is the Editor for HRreview, and host of the HR in Review podcast series. With a Master’s degree in Legal and Political Theory, her particular interests within HR include employment law, DE&I, and wellbeing within the workplace. Prior to working with HRreview, Amelia was Sub-Editor of a magazine, and Editor of the Environmental Justice Project at University College London, writing and overseeing articles into UCL’s weekly newsletter. Her previous academic work has focused on philosophy, politics and law, with a special focus on how artificial intelligence will feature in the future.
- Amelia Brand
- Amelia Brand
- Amelia Brand
- Amelia Brand
