It’s no secret that older Australians face major hurdles in the job market. Despite having years of experience and a strong work ethic, many are left out of opportunities simply because of their age. Age bias is a persistent problem, and recent surveys show it’s more widespread than we might think. So, what’s going on, and how can this issue be tackled?
The Struggle of Older Job Seekers
According to a recent survey, a significant number of older job seekers feel discriminated against due to their age. In fact, 44% of those aged 64 and over believe employers view them as “too old” for the job. Even for those in the 55-64 age range, 21% report feeling labeled as “past it.” The stereotype that older workers are less adaptable to new technology or business trends is still strong, despite the fact that many older Australians are eager to continue contributing to the workforce.
This bias creates significant barriers, making it harder for them to secure meaningful work. It also limits their opportunities, even when many need or want to keep working.
Health Issues and Unemployment
Beyond age bias, many older Australians are also dealing with health issues that make it harder to find work. Around 26% of people aged 65 and older say health concerns prevent them from seeking a job. Even among those aged 55-64, 20% cite health problems as a barrier. These challenges, combined with the stigma of aging, create a tough situation for older workers trying to stay in the labor force. Unfortunately, these difficulties often result in extended unemployment periods.
Workers aged 55 and above, for example, face an average unemployment period of 86 weeks—more than twice as long as the 37 weeks experienced by younger workers, details Colitco.
The Economic Impact of Excluding Older Workers
The impact of age discrimination isn’t just social—it’s economic. When older workers are left out of the job market, Australia loses out on valuable skills and experience. The country’s tight labor market, with unemployment sitting at 4.5%, means that excluding older workers is unwise, especially when they’re willing and capable of contributing. Companies that don’t take advantage of this experienced workforce are limiting their own potential.
Moreover, the longer older workers remain unemployed, the more likely they are to rely on government benefits, further increasing the economic burden. Unemployment leads to a waste of human capital, which could otherwise be boosting national productivity. So, why does this bias persist, despite laws like the Age Discrimination Act of 2004?
The Role of Employers and Government
The problem isn’t just with individual employers; it’s a broader issue. Research shows that nearly 25% of recruiters view workers in the 51-55 age group as “older,” which often leads them to discount candidates based on assumptions rather than skills. To combat this, employers need to adjust their approach. Job advertisements should focus on a candidate’s skills and potential, not their age. Furthermore, offering retraining and upskilling programs can help older workers stay competitive in the workforce.
Flexible roles that allow for continued contributions without requiring full-time commitment can also be a solution. Government support is equally important. Providing financial support for reskilling and ensuring businesses comply with anti-discrimination laws are crucial steps in reducing age bias. The government and the business sector must work together to create an inclusive work culture that values experience and adaptability, rather than focusing on age.
How Older Workers Can Stay Competitive
For older Australians looking for work, the article suggests focusing on your strengths—reliability, experience, and adaptability. Staying up-to-date with technology is vital, as is networking with people in your industry. Volunteering or working part-time can also help build confidence and demonstrate that older workers are still valuable contributors to the workforce.
Ultimately, it’s about changing the narrative around older workers. With the right support and mindset, both employers and older employees can make the most of each other’s strengths.
