At our latest Diversity & Inclusion (D&I) Forum, we explored the often overlooked issue of age-based discrimination. Our goal is to elevate ageism to the same level of importance as other diversity topics. Here are the key takeaways from the webinar, which you can watch in full on-demand.
Understanding Ageism in the PR Industry
Kate Clark, Senior Strategic PR Professional and Founder of KCPR
Women in PR have recently focused on ethnicity and gender, but ageism remains a significant issue. The PRCA Census (2020) shows the PR industry is predominantly female (68%) with a median age of 38. As the workforce ages, retaining talent becomes crucial, especially for women who often leave at a certain age. Younger women entering the industry need support to perceive career opportunities positively. Nearly one-fifth of women consider leaving the industry for better work/life balance and more opportunities elsewhere.
Addressing Age Discrimination in the Workplace
Corina Iordache, Senior Brand Manager at Suntory Beverage
Age discrimination is often under-recognized compared to other issues like race or gender identity. Both younger and older employees face ageism, starting from recruitment. Common experiences include fear of negative perceptions, discouragement from applying for management positions, and frustration from not being taken seriously. Companies like Suntory are addressing this by:
- Talking about age: Encourage open discussions about age to foster a safe environment for sharing experiences.
- Representation: Ensure diverse age groups are represented in recruitment, corporate, and brand communications.
- Mentorship: Establish mentoring groups to promote learning and a diverse culture.
Opportunities in an Age-Diverse Workforce
Kim Chaplain, Associate Director for Centre for Ageing Better
With life expectancy increasing, the number of people aged 65 and over in the UK is growing. By 2036, one in four will be over 65. The Centre for Ageing Better advocates for changes in housing, health, communities, and workplaces to accommodate this demographic shift. Age diversity offers opportunities as older workers bring experience and knowledge, while younger workers contribute new ideas and skills.
Becoming an Age-Positive Employer
- Flexible working: Support flexible working arrangements for all ages to balance responsibilities and health needs.
- Hire age positively: Address age bias in recruitment to include older applicants.
- Health support: Ensure workers have access to necessary health resources.
- Career development: Encourage growth opportunities at all ages, recognizing that 50 may become the midpoint of working lives.
- Age-positive culture: Foster an environment that values age diversity and inclusion.
Are you ready to make your workplace more age-inclusive? Contact our team to find the right candidate for your needs.
VMA GROUP is a leading international recruitment and executive search specialist focused on communications, digital, and marketing communities. We offer expert consultancy services and are committed to equal opportunities as a Diversity Pledged Recruiter. Learn more about our services on LinkedIn.
