Opinion | Employers who claim they're experiencing a worker shortage are ignoring a giant, untapped pool of talent.
According to my recent research, there is an untapped talent pool of highly qualified women, aged 45 to 50 and above, who are available and eager to keep working. So why are companies pushing these women out and not leveraging their talent and experience?
. This pervasive bias results in women in this age demographic being perceived as less valuable and competent, and contributes to their marginalization and subsequent premature dismissal.To better understand the implications of gendered ageism in the workplace, I recently surveyed 729 women between the ages of 18 and 70+, with 65% of respondents from the United States and the majority of the remainder from Canada, the UK and Europe.
In fact, more than half of these women report they don't have enough money to retire. But when asked about their chances of continuing to work, 28% of women 59-65 stated their chances to continue to work as"poor" or"fair" with the most common reason being as"my company doesn't value older workers". 61% want gendered ageism to be recognized as a DEI issue. 54% want the company to acknowledge the accomplishments of older women. 49% would like their company to facilitate cross-generational networking. 49% would like gendered ageism to be included in mandated unconscious bias training. 48.4% would like their company to assess the policies and workplace practices around hiring, compensation and promotion.
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