It’s time for toxic stereotypes around older workers to bite the dust.
A look at the numbers
Almost a fifth of the Australian workforce is aged 55 or over, according to a 2023 report by the AHRI and Australian Human Rights Commission (AHRC).
Around one in six organisations actively exclude older workers from the recruitment process, despite recruitment difficulties cited by almost two-thirds of HR professionals.
But only a quarter of HR professionals surveyed are open to hiring people aged 65 and over “to a large extent”.
Sounds like age discrimination in the workplace in Australia, doesn’t it? Clearly, a shift in attitude toward older workers would best meet market needs.
Okay boomer
This slang refers to the baby boomer generation, implying they’re out of touch, grumpily conservative, unable to connect with current culture, bad with tech … The list goes on.
In reality, I know boomers volunteering for political campaigns, involved in activism, and pulling in more social media followers than the average TikTok-lovin’ teen.
Grouping people into generations reflects shared societal experiences. But this can be co-opted for generation bashing, using age-based stereotyping.
The sooner ‘okay boomer’ is retired from the vernacular, the better. (Watch out gen X, you’re up next: once touted as tech-savvy, increasingly referred to as behind the times.)
We’re all more than the sum of a few bad descriptors based on year of birth, and right now these tired takes are impeding the hiring process for older Australians.
Show me the money
Equating experience with wage expectations has older workers looking for less-intensive roles, or exploring career options in danger of being passed over.
The rationale? They’ll expect remuneration reflective of their experience, regardless of the position. Frustrating for older workers wanting the job and knowing the wage.
A 2021 report commissioned by the Department of Education, Skills and Employment researched employment barriers for mature-age Australians.
Alongside factors like persistent ageism and negative stereotypes, barriers to employing and retaining mature-age workers included higher salary costs.
Putting assumptions aside means older workers can be considered fairly for employment opportunities like everybody else.
Fitness and frailty
Myths about old age include the belief anyone over 55 (or is it 50?) is at death’s door.
I blame TV shows for killing off every character near the 60 mark. How many grandparents only come to town to announce their impending death?
Older workers are not going to keel over in the office within the first week, or cost your company a tidy sum in compo from a stapler injury.
Like every team member, whatever their age, they may or may not meet the physical demands of one role, while excelling at another.
I wouldn’t underestimate them. Across decades, older workers have built up mental stamina and physical endurance that may leave newbies in the dust.
AQ (adaptability quotient)
Older workers are not all set in their ways. They’ve survived decades of evolving workplace scenarios, including endless technological advancement.
I’d argue AQ levels in some older workers would register off the chart.
Adaptability quotient measures your ability to adapt; the way you adjust, or embrace change. Creativity and problem solving come under this umbrella.
Unfortunately, we miss AQ when preconceived notions get in the way. What is ageism in the workplace? Here’s an example from the vault.
When young, an older worker wanted in on a project. I’d just assumed he’d prefer conservative commissions, over the youth market. My bad.
Eager to try and full of ideas, in the end, he did a brilliant job. Best of all, his problem-solving was down to an art, with wildly creative solutions.
Remove generational assumptions, and personality and perspective prove highly relevant.
Wake up and smell the coffee
Another interesting point in the aforementioned 2021 employment barriers report? Lack of consideration of age as part of diverse and inclusive workplaces.
Most companies celebrate a diverse workforce. For example, differences in gender, race, and religion are embraced.
Why aren’t multiple generations in the workplace making the cut? Employers are failing to see age as a positive contributor to workplace diversity.
Companies that hire older workers know others are missing out. Older workers bring a lot to the table, and we need more Aussie businesses in on this.
How has your experience been as an older worker? Have you experienced any negative attitudes? Let us know in the comments section below.
Also read: Why are Aussies working later into life?
