By silicon.com, 12 May 2004 15:15
IT feels young. For one thing, the industry itself doesn't go back all that far. But more importantly, it is seen as a profession for those who are themselves young. A similar attitude is held by those in all sorts of sectors that are now heavily technology-dependent - and which sectors aren't tech-dependent these days?
This is a problem. It may not feel like a huge problem right now but it increasingly will be. Take two statistics.
According to research from the Department for Work and Pensions, 40 per cent of the UK's working population will be over 45 by 2010. That's the straightforward demographics.
Second, in silicon.com's Skills Survey 2004, carried out just a couple of months ago, amid all the good news over a third of you told us that you had been 'personally affected by ageism in IT'.
Let's drill down on that second statement a little. Although it's good to hear 28.3 and 18.2 per cent of respondents respectively disagreeing strongly or just disagreeing with that statement, 14.2 per cent said they agree and a worrying 19.8 per cent - pretty much a fifth - said they agree strongly.
We followed up with those who said they felt they had been affected. There was almost a four-to-one skew towards those who said that ageism had been because they were too old, rather than too young.
So we're left with an anomaly which is hardly news for most of us: the UK, like most developed economies, faces an ageing working population but there is at the very least a perception that ageism, mainly against older workers, is common.
Now we could simply approach this subject by saying that ageism, just like discrimination based on race, gender, class, physical disabilities and more, is morally wrong. It is, for sure, but let's consider the business implications of such an approach.
There is no age limit on talent - and we know IT is an industry where we need more good talent. A number of leading UK organisations - names such as B&Q, Barclays, BT, Nationwide and Office Angels - have benefited from a balanced approach. Why can't IT departments across the board do likewise?
We have all seen the ads for someone with a masters degree and 15 years of experience - but who is preferably no older than 35. Similarly, we have heard the anecdotal evidence about rampant age discrimination from some at recruitment agencies who play to a stereotype. Indeed, silicon.com hears these stories on a regular basis and we will be asking those who feel they have been affected to step forward. (Email editorial@silicon.com to let us know your story.)
By the end of 2006, the UK will finally have legislation - in line with the rest of the EU and countries such as the US - that outlaws age discrimination. But we all know such a change is about a shift in attitudes as much as laws.
The DWP, with its Age Positive campaign, is highlighting the benefits of a balanced approach as of now. (See www.agepositive.gov.uk for more on that.)
silicon.com also feels the time to act is now. Over the coming weeks and months we will be campaigning for a fair crack of the whip for all those in IT. We will be hearing from experts on the subject and seeking out those companies with approaches that should be shared.
Ignoring talent - wherever it comes from - is bad for any industry, let alone one still struggling to attract enough good people. Ignoring what often amounts to years of experience is plain crazy.
Comments
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1. anonymous
Very timely. Only two weeks ago I went through the interview process with a large multinational company and got offered the position on the spot, only for the offer to be withdrawn three days later when they found out I was 50. Naturally, no reason was given but it doesn't take much to figure out why there was the sudden turnaround.
2. anonymous
Yes the U.S. has antidiscrimination laws. But employers find ways around them, just like they do to discriminate on race. If someone is prejudiced, no matter how qualified you are, you're not going to change their mind, so don't try. You acknowledge that there are narrow-minded people out there and deal with it. Is it frustrating? You bet. On the other hand, I've had to deal with racial discrimination in the IT industry a lot longer than I have had to deal with ageism, sp for me it's not new. The ironic thing is now that some of the same people who discriminated against me 10 - 15 years ago are now in a position where they are likely to get a taste of what it's like when the shoe's on the other foot.
3. Sarah
Another day, another survey. Yesterday it was discrimination against women in IT, now its ageism.
As a woman and over 40, it seems I have little chance. Shame then that I have over 20 years experience in the IT industry and was working with Bill Gates and co in the industry long before IBM and the PC!
What a waste. I'm all ready to bail out of UK plc if this attitude does not change soon.
4. Alfred Reading
One of the big losses of ageism is experience. DOS may be out of date but at age 75 I had to show a neighbours son how to use the DOS command line to sort out a home PC problem. Though he serves on a help desk sorting out computer problems for medical practices he had never had to use DOS and did not realise he could solve his problem using it.
5. anonymous
It helps if a potential employer doesn't see you. An editor of a National published my stuff quite happily untim he met me at a party. Since then he has rejected evrything I send him, except one piece - on ageism!
6. anonymous
Ageism in the workplace doesn't exist. Big Brother Tony has stopped such a thing happening.
Seriously as a recruiter (age 51) i can tell you for certain that ALL the major banks will not employ any mid management people over 45 maybe even 40. top execs yes providing they are friends of friends but bellow that not a hope
7. anonymous
It's not just your age. Older, more experienced staff are less likely to make mistakes. Younger, less experience staff, cost less, and, naturally, make more mistakes. However, these "mistakes" can be sold as "upgrades" or "changes". So Employers pay less for staff, and get two bites at the cherry. Can you blame employers? I can. I got paid off Redundant at 51, having worked in IT since 1970.
8. anonymous
The worst part is not knowing what it is about your age that constitutes a problem. Do they think you can't communicate with anyone who's not wearing a cardigan, that we'll take our teeth out during meetings, come to work in our pyjamas,eat all the biscuits, what?!!
It would be interesting to get some 'anonymous', honest comments from recruiters and clients. Like racism, we all know it goes on but no-one will admit to it (obviously).So it would be really refreshing to get a post here from someone willing to say "yes, we actively try not to place/hire people over 30/35/40 and this is why."
You don't have to admit who you are just explain to all us ancient 40-somethings what it is exactly that puts you off.
9. In IT since 1968
Obviously I have been luckier than most, having remained in high demand for contract work until 60. I am sure that one of the reasons for my ‘luck’ was because I only included the last 10 years of employment on my CV - and did not include my date of birth and or age. However, agents and companies now seem to be wise to this and nearly always ask my age and … alas and alack all has changed.
As my background includes programming in 8 current languages, under unix, linux and windows; TCP/IP etc. together with extensive business analysis and project management experience, I decided to do something about this waste and started my own business. I have now taken business from some of the companies that refused to employ me because of my age. Now isn’t that a shame.