Ageism in the workplace: why it's time to break the bias at both ends

Ageism: it’s one of the few forms of workplace discrimination that’s still overlooked, often unspoken about and rarely challenged. We like to think it’s a thing of the past but from entry-level candidates to experienced professionals, people across all age groups continue to face subtle (and not-so-subtle) bias at work.

Fantastic talent is being overlooked because of age-related assumptions, not ability. Whether it’s a fresh graduate being seen as “not capable yet” or an experienced candidate being passed over for being “stuck in their ways,” age discrimination isn’t just unfair…. it’s bad for business.

So, what does ageism really look like in 2025? And more importantly, what can be done about it?

It’s not just about older workers…and that’s the problem

When most people hear “ageism,” they immediately think of older professionals. And yes, the barriers faced by over-50s in recruitment, training and progression are very real. But younger employees, especially women under 30, are also reporting that their age negatively affects how they’re treated at work.

According to Forbes, over half of women under 30 say their age has held them back professionally, whether that’s being underestimated, excluded from key projects, or overlooked for promotions because they “lack experience”.

Meanwhile, the over-50 workforce is still battling outdated stereotypes around adaptability, ambition and even energy levels. This results in older candidates being less likely to be shortlisted, trained, or promoted, despite having skills and experience that businesses need.

Why age bias hurts business

Beyond being legally risky and morally questionable, ageism is also… a massive waste of talent.

Forbes reports that when companies lack age diversity, they’re holding themselves back from innovation, creativity and productivity. Age-diverse teams are better at problem-solving, have broader networks and bring a mix of soft skills and lived experience to the table.

They also highlight a brilliant example: a multigenerational team at Michigan Technological University that developed a low-cost, open-source 3D printer. Each team member brought different knowledge based on their background and age and the result? The project was faster, cheaper and more effective - all because they worked across generations.

When we stick to one age group in a team, we limit perspective. And when we underestimate someone purely because of when they were born, we miss out on potential game-changers.

Final thoughts: Age shouldn’t define opportunity

Here’s the truth: every single one of us ages. Ageism is just discrimination against your future self.

Businesses that cling to outdated stereotypes are missing out on brilliant early-career talent, highly skilled older workers and everything in between. It’s time to shift the narrative. The more we challenge these biases, the more inclusive, productive and future-ready our workplaces will be.

Want to build a more inclusive, age-diverse team?

At Huntress, we connect employers with incredible talent across every age group, because great people come in all ages. Let’s talk about how we can support your next hire.

Contact us now.