Analysis: A new report has found that one in 12 employers openly admitted to discriminating against potential employees because of age
By Sophie Butler and Trudy Corrigan, DCU
What does ageism in the workplace look like? It can be hiring bias, stereotyping, early layoffs, forced retirement, microaggressions or exclusion. Sometimes it's loud and visible; other times it's subtle and silent. Unlike many other forms of workplace discrimination, ageism often remains invisible and undiscussed, yet it profoundly affects the lives, careers, and mental well-being of those who experience it.
While younger workers can experience ageism, research shows it is more commonly reported by older employees. Ireland's population is living longer and healthier lives than ever before, thanks to advances in healthcare, early diagnosis, and better nutrition. But an ageing population means we must challenge outdated stereotypes and re-imagine what positive ageing looks like in the workplace, in the media, and across society.
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In 2017, the Workplace Relations Commission issued a Code of Practice on Longer Working, recognising the growing number of older workers who wish to remain in employment beyond the traditional retirement age of 65. "The proportion of older workers, and, in particular, workers who want to continue in employment beyond what would have been regarded as the traditional retirement age, is forecast to grow significantly in the future.
"This shift demands that employers and society create workplaces that support employees of all ages, foster lifelong learning, upskilling, and flexible working options; recognise the value of experience, mentorship, and stability that older workers bring; a healthy ageing workforce is not only beneficial for individuals; it’s vital for our economic resilience and social cohesion."
A recent report from the Say No to Age Discrimination in the Workplace project found that one in 12 employers openly admitted to discriminating against potential employees because of their age, particularly older individuals. 76% of respondents believe that the media plays a crucial role in the perpetuation of stereotypes associated with older people. This points to how the media can influence the perception of the public (not only on this topic) and should serve as a way to contribute to decreasing the stereotype.
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The highest percentage of employees and employers found that companies and organisations do not have clear policies to address ageism. Where they have these policies, they are not always known to employees or are effective in their design and implementation. This is in particular to ensure that organisations value age diversity in the workplace.
Where ageism is considered to be predominant, is in the recruitment of staff over 50 years of age and in promotions of older staff, relevant to some workplaces. Almost 87% of respondents believe that stereotypes associated with age exist. One respondent noted that "ageism is very active." When asked about perceptions of older workers, 58% agreed or strongly agreed that older workers are often underestimated in terms of their abilities, while 50% disagreed or strongly disagreed. This indicates a near parity of opinion on this issue.
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Additionally, 50% of respondents either disagreed or strongly disagreed that older workers are less adaptable to new technologies, while 22% were undecided. Notably, 88% either disagreed or strongly disagreed that older workers are less productive than younger workers, representing the strongest consensus that older workers are just as productive as their younger counterparts.
In an era saturated with "age-reducing" products and procedures, real change requires reshaping attitudes, not appearances. Re-imagining ageing is about empowerment, dignity, and inclusion — building a society where all individuals, regardless of age, are valued and have opportunities to thrive. Positive ageing means:
- Seeing ageing as a time of opportunity, not limitation.
- Representing older adults in the media as active, diverse, and vibrant.
- Creating closer intergenerational contact to break down age barriers.
- Encouraging younger people to see ageing not with fear, but with optimism.
- Creating opportunities in the workplace where younger and older people can share their tacit knowledge and lived experiences to shape a better future together.
Today's conversations around ageing and ageism must move beyond anti-ageing marketing and outdated stereotypes. We must reframe ageing as a phase of possibility, contribution and growth, rather than decline.
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Sophie Butler is a Research Assistant at the Anti-Bullying Centre and is working on the SNAW Erasmus project (Say No To Age Discrimination within the workplace) at DCU. Dr Trudy Corrigan is an Assistant Professor at the School of Policy and Practice and a Research Fellow at the Anti-Bullying Centre at DCU. She is a Research Ireland awardee
The views expressed here are those of the author and do not represent or reflect the views of RTÉ
