Workplace ageism doesn’t make sense

The arguments against hiring people in their 50s and 60s just don’t stack up

Ageism in the workplace remains a pervasive issue, often cloaking itself in seemingly rational business decisions.

One common justification for not hiring older workers is the assumption that they’ll retire soon, offering only a fleeting return on investment.

Employers might calculate that a worker in their 50s or 60s could exit the workforce within a few years, leaving the company to restart the hiring process.

At first glance, this logic appears sound — why invest in someone with a short horizon? Yet, this perspective crumbles under scrutiny when compared to the employment patterns of younger workers and the unique value older employees bring to the table.

Consider the modern job market: younger employees frequently hop between roles, staying with a company for just a year or two before chasing better pay, new challenges or a change of scenery.

Data from the United States Bureau of Labor Statistics shows that the median tenure for workers aged 25 to 34 is a mere 2.8 years, compared to 9.9 years for those aged 55 to 64.

Who, then, offers better value? The seasoned professional, who brings years of expertise and is statistically more likely to stay, or the novice still climbing the learning curve, only to depart just as they become proficient?

The assumption that older workers are a short-term gamble overlooks the reality that there is a greater turnover of younger hires.

Beyond retention, older employees offer a competitive edge that’s harder to quantify but no less critical. Experience isn’t just a buzzword — it’s a repository of problem-solving skills, industry knowledge and resilience honed over decades.

A cynical employer might also note another advantage: a senior worker is less likely to take those hard-earned skills and hand them to a rival. Unlike a younger employee building a résumé for the next big leap, older professionals are often more focused on stability and legacy, reducing the risk of intellectual capital walking out the door.

Yet, ageism persists, fuelled by stereotypes of declining productivity or adaptability — myths debunked by research showing older workers often outperform in areas such as judgment and reliability.

Companies that overlook this talent pool don’t just lose out on expertise; they undermine their own resilience in a competitive world. It’s time to rethink the calculus: age isn’t a liability, it’s an asset waiting to be leveraged.

Are you an older person looking for work? Or are you an employer who
is reluctant to take on mature workers? Tell your story!