How Age Diversity Impacts Hiring Trends in 2026
Sign up for newsletter Hannah Ross View articles · News Recruitment Age diversity # Workers aged 55 undesirable to employers, say 51% “Hiring across age brackets improves retention and your employer brand,” said Ray Wareing of recruitment firm Sellick Partnership - ©David Tett/Age without limits Around half (51%) of UK adults report that job applicants are undesirable to employers when they reach their mid-50s, according to poll findings published today (16 January) by the Centre for Ageing Better. The charity's survey of 4,000 UK adults also revealed that 36% believe employers stop viewing applicants as desirable by age 50 or younger; and 8% report that this happens as early as 40. [...] The group most likely to believe that candidates stop being seen as desirable by 50 or younger were respondents aged 45 to 54: 41% reported holding this view. Just 10% of members of the public do not think there is an age at which people stop being seen as a desirable candidate for employers to hire. Age bias in recruitment still occurs because some employers have “outdated ideas about cultural fit and productivity rather than focusing on skills and experience,” said Ray Wareing, group director and board sponsor for DEI at recruitment firm Sellick Partnership. Read more: The ageism audit: How can HR address ageism at work? [...] Wareing told HR magazine: “There’s a misconception that experience automatically means higher salary expectations, or that older workers won’t adapt to change. That outlook narrows talent pools and can occasionally penalise experienced candidates unfairly.” To ensure your company is age‑inclusive in its hiring, it’s important that hiring managers are “trained to recognise and reduce unconscious bias so that decisions focus on what a person can deliver, not when they were born,” Wareing said. To improve age-inclusive hiring, Tracy Riddell, senior programme manager for age-friendly employment at the Centre for Ageing Better, recommended that employers write job adverts that appeal to all ages, removing language and imagery that can deter older workers.
Introduction
In the ever-evolving landscape of recruitment, age diversity is emerging as a critical factor influencing hiring trends in 2026. A recent survey conducted by the Centre for Ageing Better indicates that a significant proportion of employers perceive candidates aged 55 and over as undesirable. This perception not only affects potential hires but also has far-reaching implications for workplace culture, retention rates, and employer branding. In this article, we will explore the impact of age diversity on hiring trends, discuss the benefits of embracing an age-diverse workforce, and provide actionable strategies for both employers and job seekers to navigate this complex landscape.
Overview of Age Discrimination Statistics
The findings from the Centre for Ageing Better's survey paint a concerning picture:
- 51% of UK adults believe that employers find applicants undesirable when they reach their mid-50s.
- 36% think this perception begins as early as age 50 or younger.
- An alarming 8% believe candidates are seen as undesirable by age 40.
These statistics indicate a pervasive bias against older job applicants, suggesting that many hiring managers may overlook qualified candidates based solely on their age rather than their experience and skills.
Impact on the Job Market for Different Age Groups
The age bias in recruitment highlights significant inequalities that can ripple throughout the job market:
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Mid-Career Professionals (40-54 years): Often find themselves competing against younger candidates who may present a more favorable view of adaptability and salary expectations, despite having fewer years of experience.
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Older Workers (55+ years): Frequently face unjust scrutiny regarding their potential contributions to the workplace. They are often perceived as being less able to adapt, which can lead to fewer opportunities, even if they possess valuable skills and knowledge.
Key Takeaways
- Bias against various age groups can lead to a less diverse workforce.
- Employers focusing only on cultural fit may inadvertently exclude experienced candidates who could enrich the company's knowledge base and perspectives.
Benefits of Age Diversity in Hiring
Hiring across age brackets can bring numerous advantages to organizations, including:
- Enhanced Innovation: Diverse teams lead to a richer pool of ideas and solutions, driving creativity and innovation.
- Improved Employee Retention: Companies valuing age diversity tend to see higher retention rates, resulting in reduced costs associated with turnover and training new hires.
- Stronger Employer Brand: Firms that promote an inclusive hiring strategy bolster their employer brand, making them more attractive to prospective candidates across all age groups.
- Transfer of Knowledge: Older employees can mentor younger generations, sharing invaluable insights that only come with experience.
Strategies for Older Applicants to Enhance Employability
Older job seekers may feel the sting of age discrimination, but there are steps they can take to enhance their employability:
- Update Your Skills: Regularly update and diversify your skill set through courses, workshops, or online training to demonstrate your commitment to personal growth.
- Leverage Your Network: Networking is a powerful tool. Engage with industry professionals to uncover opportunities and make personal connections.
- Tailor Your Resume: Focus on skills and achievements relevant to the position rather than detailing extensive work history. Highlight adaptability and new skills.
- Be Open to Learning: Show that you are eager to adopt new technologies and embrace change, which dispels myths around reluctance in older workers.
Tips for Crafting an Effective Resume
- Use a clean design to keep your information accessible.
- Emphasize soft skills such as teamwork, mentorship, and communication.
- Avoid dates that could reveal age, especially in the context of older positions.
Future Trends in Age Diversity in Hiring
As we progress through 2026, several trends may shape the future of age diversity in hiring:
- Increased Emphasis on Experience: Employers will start to recognize the value of experience and the increasing adaptability of mature workers, leading to more inclusive hiring practices.
- Legislative Changes: Potential changes in legislation around age discrimination could further protect older candidates, fostering a more competitive and diverse job market.
- Shift in Employer Perception: As workplace cultures evolve, employers may begin prioritizing character, experience, and skills over age, highlighting a broader definition of talent.
Conclusion
The stigma surrounding age in the hiring process is slowly beginning to decline; however, there is still much work to do. By recognizing the advantages of age diversity and implementing thoughtful strategies for inclusion in hiring practices, employers can create a balanced and dynamic workforce. For job seekers, especially those in older demographics, being proactive in skill development, networking, and presenting oneself effectively can significantly enhance chances of success in today’s job market. It’s up to both sides to navigate these trends and foster an inclusive work environment that values everything each generation brings to the table.
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