In the UK’s built environment sector, the importance of a diverse and experienced workforce cannot be overstated. However, a recent report by Totaljobs, The Age Advantage, highlights a growing issue: age bias in recruitment, particularly favouring younger candidates over more experienced older professionals. This presents both a challenge and an opportunity for job seekers and candidates in the sector.
The Reality of Age Discrimination in Recruitment
Totaljobs' report reveals that 59% of HR professionals admit to making assumptions based on age when considering candidates. Worse still, 42% report feeling pressured to prioritise hiring younger workers. This bias often leaves candidates over 50 sidelined, even though they bring valuable experience and expertise to the table—qualities in high demand in the built environment sector, where knowledge of regulations, technical expertise, and project management skills are critical.
In this sector, ageism may seem less obvious, but it’s a real concern. With two-fifths of HR decision-makers admitting they face pressure to hire younger candidates, older workers find themselves disadvantaged despite the industry's need for experienced talent to handle large-scale, long-term projects. This bias means that older workers, particularly those over 57, can be seen as "too old," limiting their chances of securing roles despite their ability to contribute meaningfully.
Overcoming the Bias: What Job Seekers Can Do
For those seeking roles in the built environment sector, there are strategies to overcome this bias:
Highlight Your Experience as a Strength While it’s easy to feel discouraged, it’s important to frame your experience as a competitive advantage. The built environment sector requires seasoned professionals who can manage projects, navigate regulations, and lead teams. Experience often trumps youth in these areas, so don’t shy away from showcasing your achievements.
Update Your Skills Ageism often stems from misconceptions about older workers' ability to keep up with technology and new industry trends. Combat this by investing in continuous learning. Whether it’s mastering BIM (Building Information Modelling) software or staying up to date with the latest environmental regulations, showing you’re tech-savvy can dispel stereotypes.
Leverage Age-Diverse Networks The recruitment process is changing, and some companies are proactively seeking to diversify their workforce, including by hiring older candidates. Networking with professionals across all age groups, including through organisations and industry events, can open up opportunities. Many companies value the mentoring that experienced professionals can offer younger employees, turning age into a strength.
Tailor Your CV Interestingly, the Totaljobs report reveals that over a fifth of older workers omit their age from their CVs to avoid discrimination. While this might not be necessary for all, focusing on achievements and skills over a long career span, rather than chronological details, can help.
For employers, tapping into the wealth of knowledge and expertise that older candidates offer is project critical, especially in sectors like highways, infrastructure, and town planning, where experience is essential. Natalie Matalon, Chief People Officer at Totaljobs, notes that employers who embrace the diversity of an age-inclusive workforce are better positioned to support both older and younger workers and fill critical talent gaps.
Our Role as Recruiters
Recruiters play a critical role in overcoming age bias in the built environment sector. They are in a unique position to influence hiring decisions and challenge outdated assumptions about age. By adopting age-inclusive practices, such as crafting neutral job descriptions, forming diverse hiring panels, and focusing on skills over age, recruiters can help create a more balanced and experienced workforce. Tools like AI can assist in eliminating biased language in job ads, while shifting the focus from “cultural fit” to “cultural add” can ensure older candidates are valued for what they bring to the team.
In an industry facing skills shortages, particularly in leadership roles and technical positions, organisations that do not embrace age diversity risk missing out on essential talent.
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