Author: Roger Clements, Chief Growth Officer, Matrix Workforce Management Solutions
A recent survey by Centre for Ageing Better, as part of its Age Without Limits campaign, revealed a quarter (24 percent) of the 2,057 people polled felt hiring workers over 50 was not a smart business decision, citing concerns that older employees were slower and less adaptable. This perception is not just outdated it is detrimental to our workforce, economy, and businesses. The UK is grappling with a severe labour shortage and overlooking the experience, reliability, and resilience of older workers is a missed opportunity. We must actively challenge ageist biases and embrace the value that experienced professionals bring to the workplace.
The Business Case for Hiring Older Workers
Far from being a liability, older workers are a crucial asset. Their vast industry knowledge, strong work ethic, and problem-solving skills make them invaluable team members. Studies consistently show that multigenerational workforces improve productivity, enhance knowledge-sharing, and foster innovation. While some argue that older workers struggle with technology or adaptability, the reality is that many have successfully transitioned through multiple technological revolutions and are more than capable of learning new skills.
Addressing Ageist Misconceptions
The belief that training older workers is a waste of resources ignores the fact that many professionals over 50 have years – sometimes decades – of career ahead of them. With the state pension age rising and life expectancy increasing it makes economic sense to invest in upskilling this demographic. Moreover, the assumption that older employees struggle with technology is misguided. Given the right training opportunities they bring a balanced perspective that blends experience with modern practices.
Tackling Labour Shortages with an Inclusive Workforce
In the wake of Brexit and the pandemic, the UK faces a workforce crisis, with vacancies outstripping available talent. Encouraging older workers to re-enter or remain in employment is a practical solution to this challenge. Countries like Germany and Japan have successfully integrated older workers into their labour markets demonstrating that a mixed-age workforce is not just viable but beneficial. The UK must follow suit by implementing policies that support flexible working arrangements, reskilling programmes and anti-ageism initiatives.
Creating a Future-Proof Workforce
Employers who embrace age diversity benefit from improved retention rates, enhanced workplace culture and a richer talent pool. Organisations should actively review their hiring and training policies to eliminate age bias and create an environment where employees of all ages feel valued. Cross-generational mentorship, phased retirement schemes and inclusive leadership are all strategies that can help businesses unlock the potential of older workers.
Conclusion: It’s Time for a Mindset Shift
The notion that hiring workers over 50 is a poor business decision is not only flawed but counterproductive. In an era where skills shortages threaten economic growth, businesses cannot afford to overlook a highly skilled and experienced segment of the workforce. By addressing ageism in recruitment, training and workplace culture we can harness the full potential of a truly diverse workforce – one that benefits individuals, businesses, and the economy as a whole.
As someone approaching this stage of my career I have a vested interest in this topic so I encourage employers to recognise the value of the older generation and provide opportunities for them to contribute – their experience and skills are far from exhausted!