Many mature-age workers feel they are regarded as ''dinosaurs'' by their colleagues and bosses and are not valued for their experience and commitment, a study shows.
MANY mature-age workers feel they are regarded as ''dinosaurs'' by their colleagues and bosses and are not valued for their experience and commitment, a study shows.
Despite the nation's need for older workers and the plan to lift the pension age to 67, some mature-age workers believe their workmates cannot wait for them to retire. The study, by National Seniors Australia, defines mature-age as 50 and over. It found what it calls ''stereotype threat'' - people's belief they are subject to demeaning stereotypes - to be a big problem for some older workers.
''I have been in this field for almost 34 years and have a pretty thick skin but sometimes smart remarks, always stated in a humorous form about age and people being 'dinosaurs', can be demoralising,'' one worker said.
''Experience is essential in my line of work and we should value rather than denigrate those who have 20-plus years of experience.''
Based on a sample of 1428 mature-age workers, and conducted by University of Queensland researchers, the study found 14 per cent felt a high degree of age stereotyping, 44 per cent a medium level, and 42 per cent a low level. Those doing physical work, such as police officers, perceived the highest levels of stereotyping.
The lead author, Courtney von Hippel, said overt discrimination was not necessary for mature-age workers to feel judged on the basis of stereotypes. ''Subtle things can happen in the workplace. If an older person doesn't get a coveted place on a leadership development seminar, they may worry it's because of their age,'' she said.
The chief executive of National Seniors Australia, Michael O'Neill, said workers were increasingly keen to prolong their careers but could confront negative attitudes.
''It's the loose commentary, not necessarily malicious, that can reinforce the vulnerabilities of mature-age workers,'' he said. ''If they aren't made welcome, it will complicate government policy that's aimed at retaining them in the workforce.''
The research found workers who reported the highest levels of age stereotyping were most likely to feel disengaged from work, and contemplate early retirement. Yet many were keen to take on new challenges and chafed at being overlooked for training and promotion.
Frequently Asked Questions about this Article…
What did the National Seniors Australia / University of Queensland study find about age stereotyping of mature-age workers?
The study of 1,428 mature-age workers (defined as aged 50 and over) found evidence of 'stereotype threat' — many older workers feel subject to demeaning age stereotypes. It reported 14% experienced a high degree of age stereotyping, 44% a medium level, and 42% a low level.
How does the study define 'stereotype threat' and how does it show up at work?
The study defines 'stereotype threat' as people’s belief they are judged because of demeaning age stereotypes. It can be subtle — for example, smart remarks calling people 'dinosaurs', being overlooked for leadership development seminars, or missing out on training and promotion opportunities.
Which types of workers reported the highest levels of age stereotyping?
Workers doing physical roles, such as police officers, perceived the highest levels of age stereotyping according to the study.
How can age stereotyping affect mature-age workers' retirement plans and engagement?
The research found workers reporting the highest levels of age stereotyping were more likely to feel disengaged and to contemplate early retirement, even though many indicated they want to prolong their careers and take on new challenges.
Why should everyday investors pay attention to age stereotyping and mature-age workforce trends?
The article notes the nation needs older workers and plans to lift the pension age to 67. If age stereotyping pushes experienced workers out or complicates policies to retain them, labour supply, productivity and company workforces could be affected — factors investors often watch when assessing sectors and long-term economic trends.
What did the study authors and National Seniors CEO say about subtle discrimination and workplace culture?
Lead author Courtney von Hippel said overt discrimination isn’t necessary — subtle actions like excluding older staff from development opportunities can create worry. National Seniors CEO Michael O’Neill warned that loose, non‑malicious comments about age can reinforce vulnerabilities and make it harder to retain mature-age workers.
What workplace signs indicate age stereotyping might be a problem for a company?
Signs highlighted in the article include recurring ‘humorous’ remarks about employees being 'dinosaurs', experienced staff repeatedly being passed over for training, promotion or leadership programs, and older workers expressing demoralisation or disengagement.
Does the study suggest mature-age workers want to keep working and learn new skills?
Yes. Despite feelings of stereotyping, many mature-age workers told researchers they are keen to prolong their careers, take on new challenges and contribute — but they feel frustrated when overlooked for development and promotion.
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