New UK research commissioned by the Centre for Ageing Better and published by the Labour Research Department reveals deeply entrenched ageist beliefs about workers over 50 and it’s a wake-up call with global relevance.
Nearly 1 in 4 people surveyed think it doesn’t make business sense to employ someone over 50 because they’ll be a slow worker who will not be able to adapt. Excuse me…but have you met Gen X??
Twenty percent believe it’s a waste to invest in their training because they don’t think older workers are likely to stay in their role for long…like that’s a generational thing *cue eyeroll*. And 1 in 3 assume older workers are less competent with technology – one of the top and most flawed ageist assumptions that persists in our workplaces.
What’s even more concerning?
The people most likely to hold these views, men and those with higher qualifications, are also the most likely to be making decisions about who gets hired, promoted, or developed in mid-to-late career.
And this isn’t just a UK problem.
In New Zealand, I regularly hear from women 50+ who feel invisible when it comes to leadership development and career progression, despite their depth of experience, adaptability, and demonstrated capacity to contribute at a high level.
There’s a lot of talk about the future of work these days as we face into the impact of Ai on our lives and organisations. But if our investment strategies don’t include the generations holding so much of the institutional wisdom – the Gen X and Late Boomers – then we’re NOT future-focused. We’re stuck in reverse.
I’d love to know what you’re seeing and experiencing here in Aotearoa so please take a moment to drop a little something into an email to me at [email protected] about what you’ve seen by way of targeted investment in the leadership development of women 50+ in your workplace or sector:
• Yes – I’ve seen targeted investment and it’s a stated priority
• Some – but it’s rare and really depends on the 1-Up leader and/or HR
• None – but I believe it’s important and would love to see more.
And if you’ve seen innovative approaches or are doing things differently in your organisation. I’d love to hear about some GOOD stuff being done!
