Written by Madeleine Weightman, Co-Founder of The Work Crowd

Over the years, I’ve spoken to countless seasoned professionals who feel overlooked, not because of their skills, but because of their age. In this article, I delve into the realities of ageism in today’s workplace, drawing on recent survey findings from our network, and make the case for why businesses should embrace the value of experience.

What the results of our recent survey tell us about the issue, and how we can overcome it.

Like any form of bias or discrimination, ageism can be tough to acknowledge, and even tougher to talk about openly. The term can feel vague, even taboo. And it means accepting something uncomfortable: that many of us are uncomfortable with ageing.

It can be difficult to identify precisely what ageism is in the workplace. Beyond direct or indirect comments, it can feel like something beneath the surface. A sense of corporate ‘ghosting’ or being passed up for projects; gaps in communication or veiled excuses; rebranding roles or even a feeling of being left out of key decisions.

The fact is, it’s not an issue that’s actively discussed. So, we wanted to open that up.

We recently asked our network their views, experiences and opinions on ageism in the workplace, and how it’s negatively impacting today’s business world. 

What we learned? That the problem is flying far too low under the radar.

Download the full results of our survey now.

What does ageism actually look like in the workplace?

If it’s difficult to talk about, it can be difficult to identify. But restructuring a culture starts with recognising the issue.

According to our network, ageism begins as young as 40, and accelerates as you reach 50+ - and not all industries are impacted in the same way. While respondents from sectors such as corporate comms, health, strategy and public affairs reported more value placed on maturity and experience, those in PR, marketing and media reported feeling judged on their image, energy, or their “cultural fit”. 

A significant contributing factor to ageism is stereotyping. The most common tropes? Professionals who are 50+ might not be as adept at new tech. They might be slower or more reticent to adapt to new processes. Or they might not be as tolerant as their younger counterparts. All extremely harmful cliches which have become synonymous with “ok, boomer”.

Still, much of this we saw reflected in the results of our survey.

According to our client network, 32% of those who responded said that tech fluency might be a worry in hiring older freelancers. And 26% said they were concerned professionals aged 40-50+ might not take direction from younger managers; comparatively, only around 6% of our freelance respondents agreed this might be a challenge.

Then, there’s what’s often referred to as the ‘microaggressions’. Like seemingly harmless ‘banter’ that draws on an individual’s age. (Being on the receiving end of dinosaur jokes can be just as hurtful and offensive as being on the receiving end of a comment about appearance.) Not being invited to Friday night drinks. Or being passed up for a new project because of brand perceptions. 

This is a problem for more than one reason.

For many freelancers and interim professionals, maintaining a focus on their core specialism and expertise was a significant driver to becoming self-employed in the first instance. It’s the fundamental want to deliver value and tangible outcomes to organisations. Rather than compromising ambitions, freelancing provides an alternative route to career progression.

If professionals in this age bracket feel increasingly pushed out of the workplace epicentre, this could mean the difference between landing a project perfectly suited to their skills - and not. 

And that’s just as big of a problem for businesses.

From the lens of business leaders

So, what’s the general perception of workplace ageism amongst leaders? According to the results of the survey, there’s a divide.

“Age” was ranked as the least important factor for clients when hiring freelance or interim talent with 75% agreeing it’s not an issue. Clients also cited “industry experience” as the most important factor, yet 43% said that freelancers being “overqualified” was a cause for concern - particularly where fees and management came into play.

Back to tech fluency for a moment: while 32% of respondents in our client network said this could be an issue, 64% agreed that professionals aged 50+ are able to get up to speed quickly within a business’ operations.

Some fairly notable disconnects there, and an age away from how freelancers and interim professionals feel they’re being perceived.

Numbers aside and best intentions accounted for, this unconscious bias can strip businesses from advanced expertise and unique perspectives that older professionals bring. And it’s disproportionately impacting female professionals.

A study from CIPR this year highlighted a phenomenon of “missing women” in PR’s senior management roles, largely as a result of discrimination and unconscious bias. The report found that women who succeeded in senior management often develop “creative workarounds” to common hurdles.

A similar study from PR Week found that ageism is almost as common as gender discrimination, and issues like limited support during life changes (including menopause) and stereotyping leads to older women feeling marginalised. Meaning fewer opportunities, fewer progressions, and fewer women in key leadership roles.

But favouring younger generations of professionals - across the board - can quickly strip businesses of invaluable experience and culture.

Join our next LinkedIn Live: Challenging Ageism in the Communications Industry to discuss how to make age-diverse teams work for businesses and professionals.

Managing multigenerational workplaces

It can feel simple to say, “I’ve never experienced that” or “ageism doesn’t apply to me” or even “we don’t have that issue in our workplace”. But there’s a reason it’s called ‘unconscious bias’, and regardless of direct or indirect impact, ageism should matter to all of us.

For the first time in written history, we have five generations of professionals working in unison, often together. And this will naturally bring its benefits as much as its challenges, but it’s a collective responsibility to create harmonious environments.

Communication is arguably the most critical factor here. It’s foundational to all healthy and productive company cultures, but for multigenerational working, that’s amplified. Emphasising clarity in information shared and clarity of expectations is key, as is flexibility in how you communicate. The channels which might work best for your Gen Z talent may not be as relevant to your Baby Boomer freelancers.

Speaking of flexibility, this has never been so important for professionals, whether they’re freelance, interim or permanent. Many pros have caretaking responsibilities and will appreciate allowances for appointments, school drop-offs and the unpredictable day-to-day. Working nomads are also on the rise, especially in younger generations of talent, so the ability to work from overseas is increasingly appealing.

What information professionals are comfortable discussing or hearing can also be vastly different across the generations. Or in what scenarios talent can be contacted outside of working hours – a particularly important factor to raise with freelance talent.

Underlying all of this is the need to unify teams when work styles, work experiences, and work motivations can be vastly different. And, understanding the impact of that.

For years, we’ve talked about the importance of diversity in businesses, and how this can be a barometer for success. Age, like any other personal attribute, contributes to DEI, and is central to building strong cultures where differing experiences hold equal value.

When businesses focus on improving their culture, encourage more effective intergenerational working, and trust in the value that experience brings, their permanent teams benefit. Drastically.

Experienced interim pros bring fresh ideas, external perspectives, and deep industry knowledge gained from working across multiple organisations, all of which can accelerate learning and drive innovation. They are often motivated by new challenges, take pride in delivering high-quality work, and operate free from internal politics or bias.

At the end of the day, if a 55 year old professional has 30+ years’ experience, that could be 30 years’ worth of insights. Injected into your business.

The Work Crowd has over 5,000 professionals in its network, including internal communications specialists adept at transforming your company culture, and helping you manage a multigenerational workforce. Speak to us today. Let’s find the perfect freelance talent for your business.