With age comes knowledge, experience and wisdom, all of which are invaluable assets to any workplace aiming to operate at its best, while also forging successful paths for the future.
Despite this, older workers (women and men) are amongst one of the largest groups to be undervalued and in many cases, unwanted.
When older workers are passed over for job roles, promotional opportunities, denied training, or ‘invited’ to retire, all on the basis of their age, it amounts to age discrimination. And that, as we all know, is illegal. However, compared to sexism or racism, which can be easier to identify when they occur, ageism is something that often happens unconsciously (termed as ‘unconscious bias’), and is therefore probably the most challenging form of discrimination to tackle in the workplace.
In some cases, age discrimination can occur not out of maliciousness but, as we said, completely unconsciously, or inadvertently due to otherwise good intentions (such as concerns for an employee’s health and wellbeing). Our workplaces reflect our society, and society, as much as we try to combat it, still perpetuates certain stereotypes about older workers, regarding their effectiveness, abilities and attitudes.
According to findings in the Government’s Older People and Employment enquiry in 2018, age discrimination typically begins earlier for women than it does for men. Men who are older are often regarded as ‘distinguished’ and ‘experienced’, whereas older women are seen as ‘crotchety’, ‘difficult’ and ‘past their prime’.
Women in their 50’s (and increasingly, late 40’s) are one the fastest growing segments of the workforce, but they are also the most underestimated and underemployed.
In research conducted by UNISON, it was found that many women over 50 in the workplace felt that they were being overlooked for training and upskilling, as the majority of Employer training investment went to younger workers.
Women in their late 40’s and early 50’s typically have stronger communication skills, both written and verbal, and due to their levels of work and life experience, they are typically more decisive, better able to quickly ‘read the room’, and more proficient at interpreting a situation based on facts – all skills which really shouldn’t be underestimated. It’s also a stage in life where they are no longer people-pleasing, submissive or self-deprecating in their pursuit of climbing the corporate, or even societal ladder. So it’s particularly galling that women are starting to be side-lined at the same time that they tend to find their stride and greatest confidence in the workplace.
Assumptions
We all know it’s not always right or accurate to assume, but it’s what we naturally do, and it is no different in the workplace. Assumptions about older workers are the dominant factor that leads to age discrimination, whether unconsciously or intentionally.
Assumptions About Pay and Demands
A common assumption is that women over 50 will have higher salary requirements than their younger counterparts, based on their knowledge, skills and experience accumulated over years. This often influences Employers to forego the benefits of recruiting mature women, in favour of younger candidates who are recognisably cheaper to employ (although it can work out as a false economy if you have to invest in a lot of training or rectify innocent mistakes made through inexperience).
Assumptions About Mobility
It is also an assumption that women over 50 may be less willing to travel for work. While this is certainly not the case for everyone, this view stems from the fact that many, far more than their younger counterparts, have caring responsibilities. This can be a barrier to promotion and training opportunities, as the Employee may need flexibility that the Employer is unwilling or unable to provide when presented with, equally credible, alternative candidates without such needs. Whilst the need for a mother to care for young children is generally addressed and understood by Employers, it is far less so when it comes to caring for elderly relatives or sick family members, a role that many mature working women take on as they form part of the ‘sandwich’ generation.
Assumptions About Tech Skills
A significant view in society is that women over 50 gravitate towards certain social media platforms more than others. For example, they are more representative on Facebook than they are on TikTok, considered one of the newest and hottest social media platforms, and where many of their younger counterparts spend time. While this is due to personal preference, life stage, interests and priorities such as family, pastimes and social life, this factor leads some Employers to believe that women over 50 are not as digitally up-to-date as their younger counterparts, and therefore wouldn’t be as proficient in executing certain tasks or using tools that involve online or social media marketing.
Assumptions About Menopause
Menopause typically affects women over the age of 50, sometimes younger, and while it definitely presents some challenging physical symptoms for some women (i.e.: hot flushes, headaches, low mood, poor concentration and anxiety), it does not necessarily preclude them from being able to do their job. It does, however, require consideration, support and accommodation, which sadly, relatively few Employers provide. This is a whole topic in itself which we will be addressing in our next blog, so please stay tuned for that.
What Can Employers Do?
We have a multitude of anti-discrimination laws, but they are unlikely to be completely effective in tackling age discrimination when some of it is genuinely unconscious and more so a reflection of a wider issue in society, not just the workplace.
Therefore, it requires Employers to put best practices into action to help mitigate the issue of age discrimination where the law cannot fully eradicate it. Here are just a few recommendations:
- Monitor – Engage in monitoring the take-up of recruitment and progression amongst Employees and see if there are any trends affected by age and gender;
- Training – Provide programmes that help build Older Employees’ confidence;
- A Supportive Technology Culture – Provide a more supportive environment around the use of technology. Online training has taken off since the era of Covid, and some women over 50 and older workers are less familiar and less skilled with newer technology, being more accustomed to face-to-face and paper training;
- Flexible Working Opportunities – Provide increased opportunities for flexible working and working from home – many women over 50 miss out on career opportunities due to a lack of flexible working which is often needed for those also committing to caring roles; and
- Menopause Support – Provide support and make accommodations where possible for workers affected by menopause symptoms (more about this in our next blog).
Conclusion
Women over 50 bring a wealth of knowledge, experience, skills and wisdom with them, which cannot be and should not be taken for granted. It is the responsibility of every Employer to ensure that this group is well represented, well respected and well supported in the workplace, because their loss would not only be a huge detriment to any organisation, but also to their younger counterparts who will keenly feel the absence of their guidance.