The Quiet Rise of Ageism and Why Experience Still Pays Dividends

Walk into almost any hiring conversation today and you’ll hear the same words:

“We want someone dynamic.”

“Fresh thinking.”

“Digital-first.”

All good things until those words quietly start to exclude people. Because behind them sits a bias that’s growing faster than most realise: ageism.

1. The Data Tells a Story We Can’t Ignore

Recent UK research shows that ageism is now the most common form of workplace discrimination.

• 37% of professionals in their 50s and 60s say they’ve experienced it in the past year.
• Nearly half of recruiters view 57 as “too old” to hire.
• Age-discrimination payouts have surged by more than 600%.

It’s not just a moral issue, it’s a strategic one. Businesses are unintentionally shutting the door on the very talent that could steady the ship through uncertainty.

2. Experience Isn’t a Cost — It’s Compound Interest

Hiring experienced professionals isn’t about paying more.

It’s about buying judgment, pattern recognition, and calm under pressure. The kind that only comes from decades of learning the hard way.

In B2B, marketing, and tech sectors where relationships and strategy matter, experience delivers:

• Stability: They’ve weathered storms before.
• Mentorship: They raise the game of those around them.
• Client trust: They speak the language of leadership.

Replacing that wisdom? Always more expensive than retaining it.

3. Why Age Bias Is Creeping Back

We like to think we’re more inclusive than ever but subtle bias is slipping back in:

• Job ads that say “energetic” or “digital native.”
• Hiring for “fit” instead of capability.
• Budget pressures leading to “juniorisation.”

As technology evolves, many assume youth equals agility. In reality, adaptability is an attitude, not a birth year. Some of the most innovative leaders we meet are in their fifties and sixties. Open-minded, tech-literate, and hungry to keep learning.

4. The Opportunity for Progressive Leaders

Forward-thinking organisations are re-framing the conversation.

They’re building multigenerational leadership pipelines, pairing the energy of emerging talent with the experience of seasoned leaders.

The results? Smarter decisions. Stronger cultures. More resilient businesses.

At Jefferson Locke, we see it every week when businesses hire for experience, not age, they don’t just fill a role; they future-proof their leadership.

Final Thought

The quiet rise of ageism might be one of the biggest blind spots in modern hiring.

But those who see beyond it, who invest in experience over cost, will build stronger, more adaptable teams for the long term.

Because in leadership, as in life, experience still pays the best dividends.