Survey: 1 in 3 Job Seekers Over 50 Have Experienced Ageism

As more older Americans delay retirement or return to the workforce, reports of age discrimination are becoming increasingly common. According to an August 2023 iHire survey, 1 in 3 workers over 50 (33.6%) believe they’ve experienced ageism in their job search.

When asked to identify the ways in which they felt an employer was discriminating against them because of their age, survey respondents identified several examples of ageism in hiring. Of the 33.6% who believed they were subjected to age bias, over half (53.8%) said a potential employer chose a candidate younger than them for a job although they were equally or more qualified.

Further, 49.2% said an employer didn’t respond to their application, 47.7% said an employer did not get back to them after an interview (“ghosted” them), and 22.1% said they were offered a lower salary than what they are worth. Finally, 11.4% said a recruiter or hiring manager made an inappropriate comment or asked an inappropriate question about their age.

Ageism at Work

Age discrimination isn’t only happening during the job search process – 23.1% of survey respondents said they’ve experienced ageism while at work or on the job.

As with age bias during the job search, the most common manifestation of ageism at work involved employers favoring younger or less experienced workers. Of the 23.1% of job seekers who believe they’ve experienced ageism on the job, 43.6% said a younger or less experienced employee was promoted instead of them.

Other examples of ageism at work included coworkers (35.5%) or managers (34.0%) making comments or asking inappropriate age-related questions, getting overlooked for or denied pay raises (28.5%), and being excluding social events or team-building activities (22.1%).

How to Prevent Ageism in Hiring

With a third of the over-50 workforce demographic encountering age discrimination in their job search, even the most well-intentioned employers can afford to amplify their efforts to treat people of all ages more equitably. Survey participants weighed in with their recommendations on how to prevent ageism in hiring – the use of “blind” hiring tools that anonymize applications (54.5%) and skills-based assessments or work sample tests that allow candidates to prove their qualifications (51.9%) were their top two recommendations.

Anti-bias and/or diversity training was another popular suggestion from job seekers, as 45.5% of respondents said managers should undergo such training, and 39.7% said all employees should do the same.

Additionally, 45.5% of job seekers said employers should encourage more collaboration, team building, and mentorship opportunities across age groups, and 44.1% want organizations to focus on pay equity and fair compensation for all associates.

Real Stories of Age Discrimination

To conclude our survey, we gave respondents the opportunity to share an anecdote about their recent experiences with ageism in their job search or at work to bring these ageism statistics to life. Here are a few stories (some have been edited to clarity or brevity).

“I do well in the initial stages [of the hiring process]. Then, when we get to interviews, I’m treated to disappointment, boredom (one interviewer couldn’t stop open-mouthed yawning), or awkward silence. They’ve read my resume and are enthusiastic until the camera goes on. Where do they think 30 years of experience comes from?”

“I saw that interviewer wrote ‘too old’ on my resume.”

“At one company, I repeatedly had above average performance reviews. New leadership took over and engineered a layoff in which a majority of people laid off were over 40.”

“During a virtual interview, I was appalled at the dismissive demeanor when they realized I was older. I am bilingual, educated, and professional with many years of experience. I was overlooked with no good concrete reason for not hiring me.”

“In an interview, I was asked if working with people younger than me would bother me. I’ve also been asked if I’m going to work more than a couple of years because they didn’t want to waste the time training me if I was going to retire right away.”

“Two other co-workers and I had initial interviews after a job fair. Both of them, who are younger than me, were called back for follow-up interviews but I didn't get a call back. I’m sure it’s because they saw my hair color and assumed that I was old. It's strange because they all got calls back and I didn’t – I’m the one that helped train them on what they know about our current jobs.”

“My position was ‘eliminated’ and a younger person with less experience was hired to fill it. So, was it really eliminated?”

“A potential employer commented, ‘Wow, you graduated college before I was born!’”

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Survey Methodology

1,495 U.S. workers over the age of 50 responded to iHire’s survey in August 2023. Respondents came from iHire’s job and job seeker databases comprising employers and candidates across 57 talent communities.

Additional Resources

For more resources on anti-bias hiring strategies, check out our Employer Resource Center. Or, if you’re a candidate looking for tips on how to overcome ageism in your job search, head over to our Job Seeker Resource Center.