Older workers are contemplating extreme lengths to avoid pervasive ageism in the recruitment process, research has revealed.
One in seven (15 per cent) over 45s would consider getting plastic surgery to look younger if it helped them to get a job or a promotion, according to a survey by the Centre for Ageing Better.
The research, part of the organisation’s Age Without Limits campaign, also showed that a fifth (20 per cent) of people aged 45 and over would contemplate getting botox or fillers, while two in five (41 per cent) would dye their hair to look younger if it would aid their career prospects.
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This age group also faced age-related discrimination in the workplace, with one in six (16 per cent) respondents saying colleagues had made inappropriate comments about their age. Of those affected, one in four (40 per cent) said such remarks occurred frequently.
A further 15 per cent of people aged 45 or above said receiving negative comments relating to their age led them to doubt their own abilities or value to an employer.
Carole Easton, chief executive of the Centre for Ageing Better, said that it was “dispiriting” to see the steps older workers were forced to consider to get a “level playing field” in the workplace.
“It is also understandable people are taking drastic action given that age and experience is so often viewed negatively and held against employees and job applicants,” she added.
Easton said the organisation had heard from jobseekers who had been passed over for hundreds of job applications despite possessing extensive skills and experience.
“The reality is older workers are an asset and help an organisation to be more productive and innovative,” she continued, calling for an “age-friendly employment revolution” to ensure employers recognise this.
Figures from the Office for National Statistics (ONS) confirmed a disparity in employment prospects based on age, finding people aged 35 to 49 were 20 per cent more likely to be employed than those aged 50 to 64.
The ONS also found that employees made redundant over the age of 50 were three times less likely to return to work within three months than those who were younger.
Michael Middleton, founder of Pro-Vision Lifestyles, said while increasing numbers of people were opting to delay retirement, they often ended up working in the gig economy or starting their own businesses as a result of difficulty finding employment.
“We have an absurd framework for ageing that assumes we should begin to slow down and ultimately retire in our 60s,” he added. “This is not only an outdated and counter-productive attitude, it is hampering business.”
However, Nick Allwood, director of RedGreen Partners, a recruitment agency for HR professionals, noted that, particularly in contract or interim roles within this industry, there was a “real appetite” for more experienced professionals. “This is because of the requirement of getting up to speed more quickly and being able to operate with a degree of autonomy,” he explained.
He said it was “vital” for businesses to embrace the benefits of a multigenerational workforce. To achieve this, Allwood suggested organisations adopt age-neutral language in job advertisements and ensure they have continuous learning and development opportunities for all employees.
“I’ve seen firsthand the breadth of solutions a more experienced worker can offer to a business,” he added.