If you’re over 50 and out of work, the research suggests it’s a tough road ahead.
So perhaps it’s not surprising that many older workers shy away from a career change later in their working life.
A combination of age discrimination, lack of opportunities, and the need for a steady pay cheque all conspire to keep people in their current job, even if they don’t particularly like it.
However, a growing team of researchers and career coaches are seeking to change this and provide ideas on how to make the career switch after 50.
First, the bad news
If you lose your job after 50 you are in the hardest age bracket to find a new job, according to new research.
The University of South Australia’s Centre for Work Excellence found age discrimination was rife and a third of the people surveyed felt they had been treated unfairly because they were older.
The report’s author, Justine Irving, wrote in The Conversation that this could be a result of a few factors.
“Our interviewees believed that younger managers can feel intimidated by older workers,” she said.
“This may be based on concerns regarding an older employee’s ability to take instruction from somebody younger, learn new work methods and technologies or readily adopt change.”
The Human Rights Commission’s 2016 inquiry, Willing to Work, also found that the older you get the longer it takes to find a new job.
“In November 2015, the average duration of unemployment for mature-age people was 68 weeks, compared with 30 weeks for 15-24-year-olds and 49 weeks for 25-54-year-olds,” the report reads.
So who’s looking into this?
Quite a lot of research is now happening in this area.
In 2015 the Human Rights Commission undertook the first ever national survey into the “prevalence, nature and impact of age discrimination” in the workplace.
Its findings confirmed what many already thought: it’s tough for ageing workers.
The commission’s follow-up 2016 inquiry delved deeper into the case studies and surfaced with a number of recommendations for the Government.
These included: Appointing a new Cabinet Minister for Longevity; establishing a sub-committee of Cabinet to bring together Ministers from other portfolios; ans establishing an independent advisory board to provide expert input.