Karen Blake
COO, Tech Talent Charter
The tech industry has an ageism problem. Age is often overlooked in diversity and inclusion policies, but there are ways for the industry to change this.
The tech industry has a particularly harsh view of age compared to other industries. A 2019 survey by CWJobs found that the average UK tech worker starts experiencing ageism at the tender age of 29 — nearly 10 years earlier than the national average. By the time tech workers reach their late 30s, a third say they are worried about losing their jobs due to their age.
Why ageism is prevalent in tech
Experts suggest different reasons why the tech sector leans toward younger workers. Factors such as higher costs of hiring and retaining experienced talent during the economic downturn; the willingness of younger workers to take lower salaries in exchange for equity; younger tech recruiters unconsciously preferring people of a similar age to themselves; the cultural rub of older employees reporting to younger bosses. These have all been raised as part of the issue.
By the time tech workers reach their late
30s, a third say they are worried about
losing their jobs due to their age.
How are tech companies being age-inclusive?
With so many businesses clamouring for experienced tech talent, we must ensure people at all life stages can find a long-term career in the tech industry, and companies are finding novel ways to make their position clear.
Five age-friendly workplace benefits
- Grandparental leave to spend time with new grandchildren and supporting families.
- Upturnships: internships for experienced workers in later stages of life who need different types of support and work lifestyle to new graduates.
- Phased retirement: offering reductions in work hours over time to gradually step back from work, enabling employees and employers to adjust to the transition.
- Shadow boards of younger employees to contrast boards composed of older employees bring a diversity of thought to company strategy, particularly in key areas like talent planning and employee development.
- Future planning programmes: including specialist financial guidance; lifestyle coaching; flexible working; transition planning and wellbeing information for employees transitioning through different life stages.
With so many benefits to engaging an older workforce, companies would do well to ensure their company culture is ‘rated U’ — or suitable for all.