In this op-ed, Multicultural NSW‘s associate director, communications and marketing, Thang Ngo, breaks down the myths upholding the silent but pervasive ageism that exists across Adland.
I probably wouldn’t get an interview if I applied for a job today.
Not because of racism. Not because of homophobia. But something much quieter, and is some ways, more brutal.
If you’re between 51 – 60, like me, almost half of HR professionals in Australia already classify you as an “older worker”.
Hit 65, and nearly one in five won’t even consider interviewing you.
It’s particularly prevalent in the ad industry, where youth is gold. Recent research by the Experience Advocacy Taskforce and Advertising Industry Careers found “…many [older workers] face poor recruitment experiences, with “ghosting” a common frustration. One survey respondent aged 50-54 lamented: “I applied for 200+ jobs. How many interviews do you think I got? Zero”.
Older workers are consistently judged more harshly in recruitment, despite performing just as well (and often better) once they’re hired.
I’ve been doing quite a bit of recruitment lately to fill several roles in my team and know how easily you can slip into unconscious bias and succumb to stereotypes.
When it comes to ageism here are the biggest myths… and the facts. It’s not a pretty picture.
Myth: “Older workers struggle with technology”.
Reality: A 2024 study by the University of Sydney found that assumptions are made about tech skills of more experienced (older) workers, without evidence to support them. Organisations that employ older workers report no difference in job performance between older and younger cohorts, and many rate older workers higher for concentration and reliability. Ahem, have you seen me on socials and how inseparable I am from AI tools?
Myth: “They’re set in their ways and resist change”.
Reality: Once in the workplace, employers found more experienced workers were equally able to adapt to change as younger workers (49 per cent). They found older workers are better in coping with stress (62 per cent).
Myth: “They won’t stay long, they’ll retire soon”.
Reality: Older workers are rated significantly more loyal (74 per cent) and more reliable (64 per cent). In my case, thanks to years of additional super contributions, I could retire tomorrow. But I choose to work for the stimulation and sense of achievement.
When perceptions aren’t true, that’s not a judgement call… that’s bias.
Ageism means Australia is missing out on enormous value that older workers can contribute skills, experience, emotional intelligence, institutional memory, and yes, even adaptability and tech skills.
A graphic designer in my team is in his 70s. He’s one of our most productive employees. He has history and experience behind him and that insight is reflected in his work. Contrary to the stereotype of older workers, he’s fast and accurate. Our agency values his work, he’s a repeat winner of Employee of the Month. If he was looking for a job today, hiring managers would have already put his CV in the bin.
The issue of ageism is real, so let’s talk about it. It’s time.
I’m curious: If you’re an older worker, how have you found the job search jungle?
If you’re a hiring manager, what are some tips you could share to minimise age bias in recruitment?
