In many cultures, elders are cherished, respected & valued as the keepers of wisdom & experience. In the job market, AGEISM takes hold...
For centuries, elders have been seen as custodians of history & knowledge, bringing insights that only decades of life & work can provide.
But in the job market, the reality often feels starkly different.
Older professionals, especially those currently unemployed, are too often cast aside—labeled as “outdated,” “surplus to requirements,” “unadaptable,” or even “irrelevant.” They’re excluded from opportunities to contribute, mentor, & lead—even when they remain highly capable & eager to do so.
Here’s the reality we’re overlooking:
- ageism starts from 40 years old!
- 40% of workers over 45 report experiencing age discrimination.
- 56% of older job seekers face longer periods of unemployment than younger counterparts.
- Yet, only 15% of managers consider older candidates, despite studies showing they bring loyalty, resilience & productivity to the table.
Ageism isn’t just an issue of bias—it’s a barrier to true diversity & inclusion.
If we’re serious about building inclusive workplaces, we must value every form of diversity, including age.
Age diversity brings perspective, mentorship & stability, strengthening our teams in ways we can’t afford to ignore.
Imagine a workplace where age is recognised as an asset. Imagine teams that balance fresh perspectives with seasoned insight, driving sustainable growth.
It’s time to rethink age & experience in hiring.
By valuing experience, we gain perspective, mentorship & the wisdom to build something truly remarkable.
Let’s make age an advantage—not a barrier.
Are you with me?
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