Too old at 50? Seriously? A recent survey has revealed a concerning trend with nearly one in four HR managers believe that age 50 is too old to employ someone. At a time when Australians are working and living longer than ever, this perception not only ignores reality, it fuels a cycle of workplace exclusion, missed talent, and economic loss. Age discrimination in the workplace remains one of the last widely accepted forms of bias, and it's time to call it out.
The survey by the Australian Human Resources Institute (AHRI), in conjunction with the Australian Human Rights Commission (AHRC), found that 24% of HR managers surveyed consider workers aged between 51 and 55 to be too old. Even more concerningly, that number is increasing over time. As our population ages, it seems HR professionals are becoming more ageist.
So, why is ageism not only persisting, but in some cases, growing within the ranks of those responsible for shaping our workforce?
One of the most common justifications for overlooking older candidates is that they won’t ‘fit’ the team. But behind this vague phrase often lies a coded preference for youth. HR professionals, especially those in fast-growing or startup environments, may assume that younger hires bring more energy, are more adaptable, and will slot better in a team that's already skewed young.
This perception often sidelines mature candidates, regardless of whether their experience, temperament, or skills align better with the role than those of a younger candidate.
The rapid acceleration of digital tools and platforms has reinforced the stereotype that older workers are behind the times. Terms like ‘digital native’ are often used to suggest innate tech competency, overlooking the reality that many over 50s have already adapted to multiple technology waves, from desktops to mobile and from intranets to AI. In fact, no generation has adapted to more tech change n the workplace than those aged 50+.
Instead of recognising this long-term adaptability, ageist assumptions paint older professionals as tech-averse, a narrative not backed by research on learning agility across age groups.
Older workers are also often perceived to be more expensive, typically due to assumed higher salary expectations or seniority. This view fails to account for the hidden costs of hiring younger, less experienced candidates, including longer onboarding periods, higher turnover, and the loss of institutional memory, let alone the fact that so many hiring managers just don’t stop to ask candidates if they would accept a lower salary.
Recruitment today is under pressure to move quickly. Many HR teams are measured by time-to-fill and short-term performance outcomes, not long-term talent management. As a result, they may prioritise candidates perceived as immediately low-maintenance, and low-cost. In doing so, they overlook what experienced workers bring: deep knowledge, problem-solving, mentoring potential, and emotional intelligence. These qualities, while harder to measure on paper, often drive long-term team performance and culture.
Finally, while diversity, equity, and inclusion (DEI) have become central pillars of HR strategy in many Australian organisations, age is often left out of the conversation. PwC data points to only 8% of organisations with a DEI strategy including age in their thinking. DEI policies may have extensive commitments to gender, race, and disability, yet almost always lack clear frameworks for fostering age-inclusive hiring or retention. Unlike racism or sexism, ageism often goes unchallenged in professional settings. It can be cloaked in humour, for example, he’s too old to learn that, in concern like, she might not want to keep up with the pace, or in assumption for example, he’s probably thinking about retiring soon.
So, what needs to change?
Ageism in HR whilst seemingly entrenched, isn’t inevitable but to reverse the current trend, organisations must act on several fronts:
One of the best places to start is with awareness, education and a more transparent conversation about age discrimination in the workforce, which is the intention behind Agenda 2025.
Agenda 2025 is Australia's first conference dedicated to tackling age discrimination in the workplace. Free to attend, the event brings together industry leaders, policymakers, economists, and advocates to tackle the pervasive issue of age discrimination. The conference will feature keynote speakers, expert-led panel discussions, and thought-provoking sessions aimed at identifying the root causes of age discrimination and developing actionable strategies to create more inclusive and equitable work environments.
Register for free at https://ageinc.au/agenda2025