At royall, we’re already fully bought into the belief that the solution to the UK's talent shortage lies with the experienced over ‘50s workforce. We already benefit from the expertise of two incredible over ‘50s, Mike Royall our Commercial Lead and Karen Wilkins, our Development Lead. Both play a pivotal role collaborating with our Co-Directors Jen and Susan, to ensure we are actively set and exceed our people, growth, and sustainability goals.
So, Jeremy Hunt's call for older individuals to re-join the workforce aligns perfectly with our mission. We're actively exploring ways to make work truly rewarding for this demographic, recognising the immense value they bring.
The evidence speaks volumes: during the pandemic, a disheartening one-third of individuals who faced redundancy were aged 50 and above. As stewards of a recruitment business, our commitment to infusing new talent into our sector is unwavering. Moreover, we proudly stand as advocates for harnessing the potential of the over ‘50s, even in an industry often perceived as youth centric.
We are aware there is a regrettable prevalence of age bias in workplaces. This issue has persisted for far too long, hindering the growth and inclusivity of our industry.
A recent study by 55/Redefined in collaboration with the esteemed recruitment firm Reed unveiled a troubling statistic: 65% of more than 4,000 surveyed individuals aged over 50 felt their age acted as a barrier when seeking new job opportunities.
In an economy grappling with job openings, the over 50s cohort holds the key to resolving the UK's talent scarcity. Paradoxically, employers appear sluggish in recognising the untapped potential within this age group. This prompts us to ponder the reasons behind this trend and raises concerns that these statistics may not improve as swiftly as they should.
Among hiring managers, several misconceptions stand out: the assumption that older candidates are on the brink of retirement, the notion that it takes longer to integrate them into the workforce, and the concern about fitting into the company culture.
It's imperative to dispel these stereotypes, as they apply similarly to younger candidates. The younger generation exhibits higher job mobility, necessitating substantial time and training investment to bring them up to speed. Culture fit, often cited as a reason to disregard younger candidates, is a consideration for both age groups.
Reflecting on our own experience, our recent 'older' hires have proven themselves just as adept and industrious as their younger counterparts. They bring a wealth of invaluable experience and insights to our business, offering unwavering dedication and reliability. Their remarkable resilience and strong work ethic are assets in today's rapidly evolving economic landscape.
If you're involved in hiring decisions, we urge you not to underestimate the potential of older candidates, regardless of your industry. While customised approaches are essential, inclusivity must remain at the core of our hiring practices. Otherwise, we risk overlooking a vast pool of talented individuals capable of making a substantial impact.
Certainly, at royall, the energy, determination, and purpose, alongside tremendous knowledge and experience that Mike and Karen bring ensures we are a diverse team. Jen is passionate about embracing and remain highly relevant in today's dynamic recruitment landscape.
Furthermore, it's of utmost importance that we share our wisdom, experience, and insights to nurture the upcoming generations. The time has come to collectively address the issue of ageism and judge individuals based on their skills and character rather than their birthdate. Because ultimately, age is but a number.
At royall, we're championing a paradigm shift that embraces the remarkable capabilities of the over ‘50s, ushering in a future where experience and potential intertwine seamlessly to shape a stronger, more diverse workforce.