Easing Age Anxiety: Bridging the Gap

Recent research shows that most workers over 50 believe their age hinders their professional development. This finding has prompted calls for employers to adopt more age-inclusive practices in recruitment and career advancement

CREDIT: This is an edited version of an article that originally appeared on People Management

A consultation involving over 5,700 employers and professionals across the UK found that three in five professionals, regardless of age, felt that their age had diminished their chances of being selected for a role. Notably, of these respondents, three-quarters of professionals over 50 identified their age as the primary factor limiting their career progression.

As older workers retire and take their skills and experience with them, concerns are growing about whether there will be enough younger individuals entering the labour market to fill the gaps. To enhance the experience of older workers, organisations must shift their attitudes, behaviours and processes. This requires managers to recognise and address the various forms of age bias within their teams – both conscious and subconscious – as well as work to alleviate age-related anxiety among employees.

Managing Attitudes

The perceptions of other employees, particularly line managers who may feel more at ease managing younger staff, and younger colleagues who sometimes view older workers as obstacles to their own career advancement, can inadvertently contribute to age discrimination, whether intentional or not.

Managers can help mitigate age bias by actively promoting positive language and attitudes toward older employees. This includes ensuring that line managers avoid exclusionary language that implies older workers are less capable or adaptable.

Learning Styles

For older workers, adapting quickly to change often requires overcoming several barriers that can impede their learning experience. Many individuals in this age group may have had limited access to formal education or may have been out of structured learning environments for a long time, leading to feelings of inadequacy when confronted with new information or skills.

Encouraging older workers to engage in collaborative projects can be particularly beneficial, as it allows them to apply new skills in real-world contexts, reinforces their learning and highlights their contributions to the team.

Removing Barriers

Employers should actively investigate the barriers that may prevent older workers from accessing training opportunities. Open communication about health support and flexible working options is also essential.

This could involve implementing mentoring programs, facilitating intergenerational knowledge sharing, and ensuring that career development opportunities are accessible to all employees, regardless of age.

Addressing age-related anxiety in the workplace is crucial, as it can significantly hinder an employee’s productivity and overall morale. When older workers feel undervalued or perceive that their age is a barrier to their success, it can lead to a lack of engagement and motivation. By fostering an inclusive environment that recognises the unique skills and experiences that older employees bring, managers can ensure that all employees feel valued and empowered to contribute to the team’s success.