Only 35% of technology professionals over the age of 50 believe that they would find a job matching their skills if they became unemployed. People over 50 also feel that age slows down career progression: 42% feel that their age is a barrier to career progression and 24% are worried about the security of their job.
This was revealed by a study conducted by the Academic Engineers and Architects in Finland TEK, examining the views of highly educated professionals in technology on ageism. The aim of the study was to form a better understanding of age-related perceptions and ageism as a phenomenon in Finnish working life.
“The results are startling. People in their prime working age experience great uncertainty about their future. One might ask whether older workers are hazardous waste or the most skilled employees? As a small nation with a decade of economic stagnation, we need all the talent we can get. Changing the mindset in our society and workplaces is necessary. Every year, a new age group enters the 50+ age bracket. This challenge will remain, unless attitudes change,” says CEO of TEK Jari Jokinen.
The study shows that younger respondents are much more confident about their employability. Almost 70% of respondents under 50 believe that they would find a job if they became unemployed. Among those under 50, 11% believe that they have fewer opportunities for career progression because of their age.
One in four people aged 50 or over had encountered a negative stereotype about their age. Women (39%) had encountered negative stereotypes much more often than men (20%). 18% of women and 11% of men reported experiencing age discrimination. Older workers had experienced discrimination in their assignment to new roles or in career progression, and in the attitudes of supervisors and in dismissal situations.
“I am 55 years old and have solid international work experience in technology. When I was applying for jobs last year, I was invited to only one interview in Finland. Headhunters told me point blank that I am too old. I applied for a position in Sweden and was hired immediately,” says one respondent.
Transparent recruitment statistics
Ageism is difficult to address, because it is hidden in discriminatory structures. Changing attitudes is a collective responsibility. Recruiters play a key role in this. As in other equality issues, greater transparency could force a change.
“Reporting on the age structure of staff and recruitment should be made a part of HR planning so that the situations and needs of different-aged people become visible,” says Jari Jokinen.
Jokinen points out that the 50+ age group is just as heterogeneous as any other age group. That is why we need a variety of solutions for employment: pay subsidy, retraining opportunities, part-time work or career redirection.
“Improving competence and valuing it. Transparency in how money and jobs are distributed. Addressing issues, punishing inappropriate treatment and non-intervention,” one respondent suggests as a solution.
“The whole issue of age should be forgotten and things should be dealt with only on the basis of people’s skills, experience and desires. In the extreme case, this would mean erasing age information from things such as incoming job applications and CVs,” suggests another respondent.
“We talk about quotas for women on company boards, so why not have age quotas as well?” asks one respondent.
The study in brief
- Data collection was carried out using an anonymous web survey from 20 May to 4 June 2024.
- The target population was TEK members, from whom a random sample was taken: 5,000 full members and 3,000 student members.
- There were 1,317 respondents in total, with a response rate of 16%. 80% of the respondents were employed, and 14% were full-time students.
- Gender distribution of the respondents: 65% male, 33% female, 0.5% other and 0.9% prefer not to say.
- The ages of the respondents ranged between 22 and 70 years. The results of the study are mainly based on a comparison between two age groups: those under 50 (n=942) and those aged 50 or over (n=375).
- In terms of age and gender, the respondents provide a sufficiently reliable representation of the members of TEK.