Common Age Bias Myths in Hiring

They rarely say, “You’re too old.” They say: - “We’re looking for someone with more energy.” - “You’re not quite the culture fit.” - “We want someone hungry.” - “You’ve done this already.” Let’s decode it: “Energy” = Youth—not actual stamina, creativity, or emotional intelligence “Culture fit” = Code for hiring in our own image “Hungry” = Inexperienced and willing to over-deliver for less Done this already” = Translation: deeply qualified, but we’re intimidated by that This isn’t just lazy language—it’s structural ageism. And here’s what it costs: 📉 Over 56% of workers over 50 are pushed out of jobs before they plan to retire (Urban Institute) 📉 Just 8% of companies include age in their DEI strategy (PwC Future of Work Report) 📉 Job seekers aged 45+ take twice as long to get hired as those aged 18–34 (AARP) Meanwhile, companies claim they care about: - Inclusion - Innovation - Loyalty - Resilience But those qualities walk out the door when you design your culture to favor speed over substance, and “fit” over diversity of thought. What if we redefined “culture fit” as: ✔ Respect for diverse life experience ✔ Adaptability at any age ✔ Cognitive and emotional maturity ✔ Cross-generational collaboration Companies like Salesforce, SAP, and Unilever are starting to talk about age diversity more seriously. But it’s time for LinkedIn, Google, Meta, Accenture, and others to follow through with action, not just optics. Talent doesn’t expire. Experience isn’t a liability. It’s time to upgrade the hiring code. #DecodeTheCulture #AgeismAtWork #AgelessAging #HiringBias #WorkplaceInclusion #LongevityEconomy #FutureOfWork #DiversityInTech #AgeDiversity #LeadershipEvolution

Age 50+: A Talent Pool We Can’t Afford to Ignore In today’s talent market, we’re all chasing adaptability and results. Yet too often, we unconsciously screen out one of the most capable groups in the workforce: professionals over age 50. Here are 7 common assumptions and the truth behind each one. 1. “They’re not tech-savvy.” Many 50+ workers have adapted through every wave of workplace tech from mainframes to mobile, Lotus Notes to Slack. Pew Research shows over 70% of adults 50–64 own smartphones and use digital tools daily. Many have led digital transformations. 2. “They’re too expensive.” Experienced doesn’t have to mean expensive. Many seek purpose, flexibility, or a pivot and aren’t solely focused on pay. With thoughtful job architecture and compensation design, roles can be aligned to value and budget. A seasoned hire who ramps quickly may outperform a “cheaper” but less experienced one. 3. “They won’t stay long.” Data shows the opposite. Workers over 50 are more likely to stay in a role longer. The U.S. Bureau of Labor Statistics reports median tenure for those 55–64 is three times higher than for workers 25–34. Retention improves with age. 4. “They resist change.” Having navigated recessions, restructures, and reinventions, these employees bring resilience and calm. They often lead by example during change and can mentor others through uncertainty. 5. “They can’t keep up.” Performance is individual and not age based. Mature employees often bring deep focus, fewer distractions, and a strong work ethic. AARP research shows mixed-age teams are more productive and perform better. 6. “They’re not interested in learning.” LinkedIn Learning found 50+ workers complete courses at equal or higher rates than younger peers. They value lifelong learning and often seek it out to stay relevant and engaged. 7. “They won’t ‘fit’ the culture.” This often masks bias. Culture-fit should mean values-alignment, not age. Inclusive teams thrive on diversity of thought, background, and experience. A 55-year-old can bring just as much innovation, collaboration, and energy as someone decades younger. As HR and compensation leaders, we shape not just pay programs but perceptions. Let’s rethink how we value experience. Let’s audit for age bias, just as we do for race and gender. The 50+ candidate could be your next high performer, mentor, or culture builder. Let’s not miss out. #TalentStrategy #Compensation #WorkforceEquity #AgeInclusion #HR #Leadership #PayEquity #FairPay #WorldatWork #SHRM #AgeBias #InclusiveHiring #CompensationConsultant

"So sad that a 67‑year‑old has to still work." This comment came from a recent post I shared about a 67-year-old client who just landed a 50% raise in his new role with a Fortune 500 company. These are the stereotypes and myths that still exist for experienced workers: if you are *still* working into your 60s and beyond, then something is wrong. Let's be clear: My client is happy to still be working in his 60s. Ageism isn't always this overt, but there are common myths, biases, and assumptions that folks will make about you based on age. Here are 5 common myths (+reality): Myth: “Experienced workers won’t stay.” Reality: 90% of workers plan to work into their 60s and 25% of workers plan to never retire. If the average tenure of ANY worker is 4 years, why wouldn't you hire a worker of any age to step and contribute? Myth: “This candidate is overqualified.” Reality: Have the discussion before you make the assumption. Some workers are looking to take a "step back" in title. Myth: “Experienced workers aren't tech savvy.” Reality: Workers in their 50s and beyond have been using changing technology throughout their career. Why wouldn't we be able to switch it up now? Myth: “They’re not a cultural fit.” Reality: OK - this one feels openly ageist to me. Are you being inclusive? Why wouldn't people of all ages and backgrounds feels comfortable in your work environment? Myth: “Experienced workers want too much money.” Reality: Workers in their 50s and beyond are often looking for purpose over salary. They may be willing to take a pay cut if it aligns with their overall goals. If you are looking for work and you encounter these types of beliefs, you can start the discussion and try to bust these myths. (Some will be open and some won't. Those that aren't open aren't your people and that's OK). What are the biggest myths, assumptions, and biases that you have faced during your job search? #ageism #gethired #getahead ♻️ Repost to spread the word. 🔔 Follow Colleen and Ageless Careers for more tips.