Furthermore, those over 45 make up the bulk of the long-term unemployed in America and globally. Hiring managers admit they are reluctant to hire individuals over 40, arguing they probably won’t be a good “fit” or will be unable or unwilling to learn new skills.

A large study of 5,000 workers and managers in seven countries by the nonprofit generation offers some rather grim statistics. Individuals age 45+ make up a high share of the long-term unemployed. Hiring managers have a negative view of 45+ job seekers, even though employers rate highly the job performance of those they hire. Despite national differences, the challenges and experiences of 45+ individuals are global, displaying striking consistency worldwide. 

One key insight from the survey is hugely positive, however. Yes, hiring managers express bias against 45+ individuals. Still, those same employers also acknowledge that once they hire people over 45, these workers perform on the job just as well as or even better than their peers who are a decade younger.

Changes are being made at the state and national levels to assist aging workers in their employment searches and help provide equitable hiring opportunities.

“In New York, the State Senate passed a bill prohibiting employers from requiring or asking for job applicants’ age, birthdate, and graduation dates unless relevant to the job. In Washington, we are urging the US Senate to follow the House by passing the Protect Older Workers Against Discrimination Act. In New York City, we requested to rename its Department for The Aging to something like Boston’s Age Strong,” says Finkel.

As 45+ individuals continue to seek work in a world where higher life expectancies and inadequate savings are pushing up retirement ages, employers and policymakers need to take steps to counter rampant ageism. 

“Advocacy with businesses is part of AARP’s ultimate goal—to protect people 45+ from age discrimination,” says Finkel.