Ageism is killing careers - how to save yours.

Think about this: 

A 20-year-old is overlooked for a job position because they “don’t have enough experience.” 

A 50-year-old is overlooked for a job because they “might not fit the company culture.”

Both face rejection. The reason? Not their skills, their age.

That’s ageism, and it’s alive and causing havoc in the job market. 

What is ageism? 

As job seekers, you know how incredibly frustrating and soul-destroying it is to receive a rejection. 

Now, what if that rejection happened simply because of a number, like your age?

It’s more common than you may think. 

Ageism is unfairly judging or treating someone differently just because of their age, often assuming they’re “too old” or “too young” for a role or opportunity.

It’s based on perception - on assumption - instead of the individual person’s capabilities.  

How big is this problem?

We asked over 700 of The Hub’s community for their feedback on ageism.

59% claimed ageism has a negative impact in the workplace. 

Age Without Limits also reports that 50% of people aged over 50 in England experienced age discrimination in the last year.

They also reveal that ageism is the most widespread form of discrimination in the UK. 

We call it an epidemic, and it’s costing people opportunities and livelihoods. 

How ageism poisons the workforce

Ageism in hiring and promotion limits a company’s potential.

Ageism is like cutting off a tree's strongest branches and expecting it to flourish. It’s illogical. 

When a company overlooks or pushes out older employees, it loses seasoned professionals who often excel in crisis management, relationship-building, and strategic planning - skills that take years to develop. 

Ageism can also result in a workplace culture where people feel their careers have an expiration date. 

This leads to a decline in morale, increased turnover, and disengagement. 

But ageism exists both ways, too. 

Ageism against younger applicants stifles fresh perspectives. 

When companies assume that younger candidates lack the necessary experience or maturity, they miss out on diverse viewpoints and the latest skills and knowledge that younger workers often bring.

This bias can also create a stagnant work culture, with fewer opportunities for knowledge exchange and mentorship. 

With ageism, everyone loses. 

So, how do I tackle ageism? 

There are steps you can take to show employers you’re just as relevant as ever:

• Remove dates of education and date of birth.
• Remove photos.
• Change email addresses that mention birth year or age. 
• Change the use of language like: "Vastly experienced", "comprehensive knowledge", and "seasoned professional".
• Mention that you’re: "Keen to learn", "motivated to develop skills", and "a blank canvas". 

Make your voice heard

If ageism has impacted your job search, you’re not alone - and we want to hear your story. 

Hit reply and share your experience with us. Or, tag us on LinkedIn. 

Let’s work towards a level playing field for every age.

Regards,

The Hub Team