Age Discrimination in Employment: The Struggle of Job Seekers Over 50
Fiona Cootes, a 58-year-old resident of Brisbane, has been searching for employment for over a year despite having more than two decades of experience in event management. Her experience, which includes building events and leading teams, has done little to shield her from the age bias prevalent in today’s job market. Many workers over the age of 50 are finding themselves increasingly sidelined, according to new research.
Cootes lost her previous role in June of last year when her government contract ended. Since then, she’s faced endless rejections, with only one interview to her name this year. "As time drags on, I find myself questioning my employability," she shared with Yahoo Finance. She feels at a crossroads, feeling too young for retirement at 58, yet unable to secure a new job amidst pervasive age discrimination.
Despite possessing all the necessary qualifications for the positions she’s applied for, Cootes has found it tremendously difficult to gain traction in her job search. After four interviews in the past twelve months, one potential employer indicated that she was overlooked due to another candidate being a "better culture fit." This has led Cootes to draw from her retirement savings, raising fears that she might have to work longer than planned, pushing her intended retirement age from 65.
The emotional toll is significant; Cootes speaks of feeling "soul-destroyed" by the lack of responses to her applications. She is frustrated by how society views older workers, lamenting that she has always felt young at heart until this experience made her question her worth in the workforce. “I have so much to contribute, but the silence from employers makes it challenging to remain hopeful,” she added.
A recent study from the Australian Human Resources Institute (AHRI) and Australian Human Rights Commission corroborates Cootes’ experiences, revealing a shift in perceptions about age in the workplace. Nearly 25% of HR professionals now consider individuals aged 51 to 55 as "old," an increase from just 10% in 2023. Despite 55% of organisations experiencing difficulty filling vacancies, only 56% indicated openness to hiring workers aged 50 to 64 extensively.
The findings are alarming: among those aged 65 and older, only 28% were seen as suitable for employment, with 18% of HR professionals outright refusing to hire this age group. Approximately 28% cited "too much experience" as a barrier to hiring older candidates.
Sarah McCann-Bartlett, CEO of the AHRI, noted that these findings illustrate an evolving perception of age in the workforce. “The classification of employees as ‘older’ seems to be moving downwards,” she remarked, highlighting a troubling trend where more workers might be affected by age discrimination.
On the other hand, data also show that employers are hesitant to hire younger workers, with only 41% willing to hire employees aged 15 to 25 extensively. Robert Fitzgerald AM, Age Discrimination Commissioner at the Australian Human Rights Commission, advocated for a shift in mindset, stressing that age-diverse teams can enhance decision-making and problem-solving due to their varied experiences.
Cootes remains resilient, actively seeking jobs and updating her CV for relevance. She has strategically chosen to highlight only the past decade of her work experience to appear more appealing to potential employers. She emphasises the value older workers can bring, urging businesses not to overlook the contributions of seasoned professionals. "We have passion, purpose, and valuable life skills. We are still capable and eager to contribute," she implored.
As ageism continues to pose a significant hurdle in the job market, Cootes and others like her are calling for a shift in perspective that values the contributions of workers, regardless of their age. Older workers represent a wealth of experience and dedication that should not be discarded simply based on their years. As Cootes herself put it succinctly, “Don’t forget about us. We’re not done yet.”
Employers are encouraged to recognise the diverse talent pool available to them and understand that both younger and older workers possess invaluable skills that can drive business success.
