{"id":31200,"date":"2025-01-16T14:24:38","date_gmt":"2025-01-16T14:24:38","guid":{"rendered":"https:\/\/peraltafinancing.com\/accounting\/ruok-with-ageist-hiring-attitudes\/"},"modified":"2025-01-16T14:24:38","modified_gmt":"2025-01-16T14:24:38","slug":"ruok-with-ageist-hiring-attitudes","status":"publish","type":"post","link":"https:\/\/fivemor.com\/?p=31200","title":{"rendered":"RUOK with ageist hiring attitudes?"},"content":{"rendered":"


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Australians are well informed with the RUOK clarion call to check in with colleagues and friends mental health by asking how they are really faring.\u00a0 And today 12<\/span>th<\/span> September is the movement\u2019s official RUOK Day.<\/span> \n<\/p>\n

The\u00a0<\/span>RUOK\u00a0<\/span><\/a>cause and message is a critical one focussing on wellbeing,\u00a0mental health and suicide prevention. \u00a0\u00a0These are some of the most pressing issues of our times impacting all ages, cultures and genders.<\/span> \n<\/p>\n

There is a plethora of research and evidence on the impact of mental health issues, suicide rates and depression impacting quality of life.\u00a0 And quality of life crosses both the personal and professional with men\u2019s rates of suicide incredibly disturbing.<\/span> \n<\/p>\n

It\u2019s fair to say that for many, and certainly in the finance and accounting professions, the links are immeasurably intertwined between the personal and professional.\u00a0 After all, a sizeable chunk of self esteem derives from financial, family and meaningful work contributions.\u00a0<\/span> \n<\/p>\n

So my question today is a fearless and much needed one:\u00a0 <\/span>RUOK with ageist hiring attitudes?<\/i><\/b> \n<\/p>\n

It will be a hard question for many to reflect upon as recruiters, partners, HR and hiring managers. It\u2019s never asked and a deep dive may reveal a sad trail of the negative impacts of biased attitudes.\u00a0<\/span> \n<\/p>\n

Whilst the accounting and finance sector is enjoying a <\/span>robust increase of job roles<\/span><\/a>, there is a dearth of female applicants at entry levels.\u00a0 And ageism will be definitely impacting the under 25 and over 50 cohort of professionals.\u00a0\u00a0<\/span> \n<\/p>\n

There will not be a person or recruiter reading this who has not been impacted, directly or indirectly by mental health issues and recruitment process damage.\u00a0<\/span> \n<\/p>\n

Ageism & World Health Organisation\u00a0<\/b> \n<\/p>\n

Ageism<\/span><\/a> is one of the most destructive and widespread biases in hiring.\u00a0 Even more erroneous than sexism and racism, it impacts everyone at some stage.\u00a0\u00a0<\/span> \n<\/p>\n

And it\u2019s often an intersectional issue that candidates face.\u00a0 Nonsense and unfounded biases and stereotypes cause untold harm,\u00a0 none more than when it comes to finding work and financial stability.<\/span> \n<\/p>\n

The <\/span>World Health Organisations Report in 2021<\/span><\/a>\u00a0stated\u00a0 \u2018<\/span>Ageism leads to poorer health, social isolation, earlier deaths and cost economies billions: report calls for swift action to implement effective anti-ageism strategies.\u2019<\/span><\/i> \n<\/p>\n

But there is a piece missing around organisations, firms and recruiters in taking responsibility for the harm ageism and stereotypes cause. \u00a0 Whilst there is no specific data on industry depression and suicides rates there is direct correlation to lengthy unemployment, and especially after redundancies and business closures.\u00a0\u00a0<\/span> \n<\/p>\n

In 2024 with the skyrocketing and unrelenting costs of living, the stresses candidates face have been significantly magnified<\/span>.<\/span> \n<\/p>\n

AHRI\/Human Rights Survey\u00a0<\/b> \n<\/p>\n

The\u00a0<\/span>2023 Employing & Retaining Older Workers Survey\u00a0<\/span><\/a>is compelling reading for all professions and certainly in accounting where the impact reaches across clients and ESG (environmental, social & governance) objectives.\u00a0\u00a0<\/span> \n<\/p>\n

It was reported that over half (56 per cent) of HR professionals say that they are open to recruiting people aged between 50 and 64 \u201cto a large extent\u201d.<\/span> \n<\/p>\n

Whilst at the same time, just under 18 per cent\u00a0say that they would be open to recruiting from the same age cohort either \u201cto a small extent\u201d or \u201cnot at all\u201d.<\/span> \n<\/p>\n

In comparison, an overwhelming majority of HR professionals say that they are open to hiring from younger labour pools \u201cto a large extent\u201d, including people aged between 35 and 49 (85 per cent) and people aged between 18 and 34 (82 per cent).<\/span> \n<\/p>\n

Previously in 2021, their surveys found over two-thirds of organisations seldom or never undertake bias training and of those that do, only 50 per cent include age bias\u2019.\u00a0 This has not moved much, if at all, since.<\/span> \n<\/p>\n

The report also found that the reluctance by some HR professionals to recruit older workers contradicted the lived experience of employing them, with many reporting no difference between older and younger workers in terms of job performance, concentration, ability to adapt to change, energy levels and creativity.<\/span> \n<\/p>\n

There is no doubt that these attitudes permeate strongly in the talent attraction within accounting.\u00a0\u00a0<\/span> \n<\/p>\n

It also has a clear impact on retention attitudes with the tacit knowledge that multinational accounting firms in Australia mandate partners retire at 58 or 60 (unless the CEO makes an exception)<\/span> \n<\/p>\n

How harm is evidenced<\/b> \n<\/p>\n

There will not be a person who doesn\u2019t relate to at least one of the following directly or indirectly:\u00a0<\/span> \n<\/p>\n