A few months ago, I interviewed for a project that I was honestly perfect for, but didn’t get.
The reason, I was told: “We’ve decided to go in a different direction.”
Maybe it’s ego, but I started to wonder: Is this my first encounter with the Ageism that a lot of people are talking about? I don’t know. I’ll never know. But it put Ageism on my radar in a much more personal way.
So this week I decided to query my new friend ChatGPT and asked: Why is ageism in hiring practices detrimental to employers. Here’s the response I got. I especially like the conclusion.
It isn’t just unethical. It’s a strategic error.
The reasons listed by ChatGPT for this unethical and strategically poor decision— (Note for employers: As you read through the list, think about your own hiring practices (the real ones, not the written ones). Then identify what you might do to flip the script and reap the benefits and competitive advantage of older workers.)
1. Loss of Experience and Expertise
Older workers often bring decades of industry-specific knowledge, problem-solving skills, and institutional memory. By excluding them, employers lose access to a valuable talent pool that can pass their knowledge along to younger employees.
2. Reduced Diversity of Thought
Including people of different ages and backgrounds fosters innovation by incorporating a range of perspectives. Ageism narrows this diversity, potentially leading to groupthink and stagnation in idea generation.
3. Increased Turnover and Costs
Younger workers statistically change jobs more frequently. Hiring only from this group may lead to higher turnover rates, resulting in increased costs. And younger workers actually stay longer when older workers are part of the team.
4. Legal and Reputational Risks
Age discrimination is illegal in many jurisdictions (e.g., under the Age Discrimination in Employment Act in the U.S.). Violating these laws can lead to lawsuits, fines, and damage to a company’s reputation, making it harder to attract top talent.
5. Missed Market Opportunities
Older workers often better understand the needs and preferences of older customers—a growing demographic in many countries. Age-inclusive teams can help design and market products more effectively to this audience.
6. Contradicts Inclusion Goals
Ageism undermines fair and inclusive hiring and retention efforts. Companies that claim to value inclusion but engage in ageist practices risk being seen as insincere, affecting employee morale and brand image.
7. Skills Gap Misconceptions
There’s a misconception that older workers lack technological proficiency or adaptability. In reality, many older employees are eager and able to learn new skills and tools, especially with proper training and support.
Conclusion: Ageism in hiring isn’t just unethical—it’s a strategic error. Companies that embrace the experience of older workers tend to benefit from higher productivity, better employee engagement, and improved organizational performance.
Want to avoid these consequences? Here’s what employers can do:
> Remove requests for age identifiers on job applications and ATS settings.
> Proactively recruit and interview candidates across a wide age range.
> Base hiring decisions on skills, not age. Age is not a proxy for anything but age.
> Don’t use coded language to convey hiring decisions, like “we’ve decided to go in a
different direction.” Instead, offer constructive feedback.
In short, embrace the opportunity to enhance your organization with the valuable
experience, insights, and perspectives that older workers bring.
By Amy Avergun
Instructional Designer, Career Coach, and member of The Encore Network