New research reveals a chasm between ‘experienced’ workers and employers. The former value the years they’ve put in and the knowledge they’ve accumulated over decades. Companies don’t. It’s time to help both sides understand what they’re missing.
The old demographic shapes that we have been used to forever are morphing, for the first time in human history, from a pyramid into a square. The emerging reality that there are now as many older workers as younger workers is a shift not many companies are whole-heartedly embracing. It hasn’t really made it onto the agenda in most organizations. At least not yet. A recent report from the OECD and Generations is trying to change that.
A Whole New Era: Generationally Balanced Workforces
Titled the Midcareer Opportunity: Meeting the Needs of An Ageing Workforce, it draws a clear picture of the new generational balance of today’s workforce. For the first time, there are almost as many older people as younger people in the workforce. People 45 to 64 are already 40% of the working-age population in OECD countries. The potent pairing of lengthening lifespans and falling birthrates are creating an ever-older workforce. Do employers know – and do they care?
The OECD and Generation, a global employment nonprofit, teamed up to measure to what extent individuals, organizations and governments are aware, interested and ready for the shift. How many have started adapting to an aging workforce? The answer is: not many.
Proof of Systemic Ageism – The Stereotypes Run Deep
It’s sobering. Hiring managers surveyed have strong negative stereotypes of 45+ candidates, clearly preferring candidates more comfortably aged between 30 and 44. The ‘older’ are seen as less able to adapt to tech, less ready to learn new skills, less open to innovation. While they perceive the younger as more “impressive in interviews,” and a better fit for the industry, the culture – even the team.
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