Employers Increasingly Shun Over-50s Job Seekers
New Report Reveals Alarming Age Bias in Australian Workforce
Experienced professionals in their 50s are facing a harsh reality in the job market, with new data showing a significant rise in employers classifying them as “older” and less desirable candidates. This trend is forcing many seasoned workers into prolonged periods of unemployment and career uncertainty.
Job Rejection Leaves Veteran Manager “Gutted”
Bob Epps, a former senior manager, found himself made redundant in his mid-50s. Despite applying for over 100 C-suite and general manager-level positions, he received zero interview callbacks. “I would have applied for over 100 jobs in that C-suite, senior sort of GM and upwards level role and I didn’t even get one interview,” he stated. “I felt gutted.” His personal struggle highlights a broader, concerning pattern affecting older Australian workers.
Report Confirms Widespread Age Discrimination
A joint report by the Australian Human Rights Commission and the Australian Human Resources Institute has unearthed stark findings: nearly a quarter of HR professionals now consider individuals aged 51 to 55 to be “older.” This figure represents a dramatic increase from just 10% two years prior, indicating a growing tendency among employers to sideline experienced talent amidst existing skills shortages.
Robert Fitzgerald, Australia’s Age Discrimination Commissioner, emphasized the nation’s aging demographic and the critical need to embrace older workers. He lamented the persistence of biases and stereotypes that influence recruitment decisions. “The tragedy is so many employers still have biases and stereotypes, make recruitment decisions based on age and there is an in-built prejudice,” he said.
The latest findings from the Australian Human Rights Commission and AHRI show a concerning trend: almost 25% of employers now view workers aged 51-55 as ‘older’. This is a significant jump from just 10% two years ago, highlighting the urgent need to address age discrimination in the workplace. #Ageism #Workforce #HumanRights
— Australian Human Rights Commission (@AusHumanRights) May 14, 2025
Commissioner Fitzgerald stressed that boosting the labour force participation rate is vital for tackling Australia’s productivity challenges. “We won’t solve the productivity problem that Australia has [unless] we increase the labour force participation rate significantly. This is now an economic and social imperative for the nation.” The AHRC has been inundated with complaints related to age discrimination in employment and recruitment, including harassment aimed at encouraging early retirement.
Experts Urge Focus on Skills, Not Age Assumptions
Sarah McCann-Bartlett, CEO of the Australian Human Resources Institute, highlighted that many companies are reluctant to hire individuals under 24 or over 50, limiting access to crucial skills. “There is a very strong message that if we want to lift productivity in Australia, we do need to make better use of the talent that’s out there and this means that we should be focusing on hiring on skills, not on assumptions around age and trying to keep experience in the workforce,” she advised.
The report outlines 18 recommendations, including advocating for age-neutral job advertisements, auditing AI resume screeners for bias, and enhancing career transition support for mid-to-late career professionals.
Career Coach: Modernise Resumes to Combat Age Bias
Leah Lambart, a career and interview coach, observes younger clients, even in their late 40s, expressing anxiety about age-related job search obstacles. She notes that while overt discrimination is infrequent, outdated resumes can significantly hinder older candidates. “Sometimes candidates will say to me, ‘I’m being discriminated against my age,’ but when I look at their resume, it looks like something out of the ’70s and is 10-pages long,” she explained. “They don’t need to include every job they’ve held since they were 20.”
Nicole Gorton, director at recruitment agency Robert Half, attributes employers’ perceptions largely to assumptions about technology adoption. “When I am speaking to organisations and hiring managers, they have a strong appetite for digital fluency,” she said. “The adoption of technology, the adoption of AI, and when you haven’t grown up with it and you have to learn it… there is a perception that the older, more experienced worker has not got some of those skill sets.”
Women Face Unique Age-Related Career Hurdles
Lisa Annese, CEO of Chief Executive Women, expressed surprise at the shifting employer attitudes. She suggested that gender-specific data, particularly regarding perimenopause, menopause, and caregiving responsibilities, would provide valuable insights into women’s experiences. She believes women in their 50s are often at a career “sweet spot” ripe for progression, a time that can be personally and professionally empowering.
Fortunately, Bob Epps has secured a chief executive position leading a taxi service in Cairns, demonstrating that his career journey continues productively.
