AI Hiring Trends Raise Concerns of Age Bias Among Mid-Career and Older Workers

A recent survey by global employment nonprofit Generation reveals that although 90% of U.S. hiring managers recognize mid-career and older workers as equally, if not more, effective than younger colleagues, they still tend to favor candidates under 35 for AI-related roles. European employers displayed similar tendencies, highlighting a pervasive age-related bias in emerging tech fields.

The survey, which gathered input from 2,610 workers over age 45 and 1,488 employers, underscores a pressing issue at the intersection of AI and age discrimination—a concern with broad implications for HR professionals. This issue is particularly relevant as U.S. and European employers are expected to implement double-digit reductions in entry- and mid-level hiring over the next year, a slowdown that will likely impact mid-career and older candidates disproportionately.

Current job market challenges are particularly acute for older workers. A report from employment organization CWI Labs found that 60% of older job seekers in the U.S. feel that their age hinders job prospects, with only 21% believing they will find employment within six months.

Age discrimination in hiring, moreover, is not limited to personal biases; it extends to AI-driven recruitment tools. These platforms rely on algorithms to filter candidates, potentially sidelining certain groups, including older professionals. Legal experts caution that AI-based screening could unintentionally amplify age bias, raising the stakes for responsible HR practices.

Mona Mourshed, Generation’s global CEO, emphasized the need to address ageism thoughtfully, viewing it as a way to better harness the strengths of a multigenerational workforce in today’s AI-driven workplace. According to the survey, many workers over 45 have become proficient with AI tools, often through self-teaching, and report that AI use significantly enhances productivity, work quality, and decision-making. Furthermore, integrating AI tools contributes to higher job satisfaction for more than one-third of U.S. workers and over half of European workers in this demographic.

The adoption rate among older workers is still limited; only 15% currently use AI tools at work. Yet, the report suggests that these employees’ experience and critical thinking could give them an edge in crafting effective AI prompts and interpreting outcomes.

Implementation and training, however, remain challenges. Although 90% of employers report offering AI-related support, only half provide structured training, creating potential gaps in workforce readiness.

Rebecca Perrault, global VP of culture, diversity, and sustainability at workforce management firm Magnit, advocates for cross-generational mentorship programs. She likened such programs to a “relay race,” where knowledge is passed back and forth, enriching both younger and older employees. Perrault pointed out findings from a Resume Now study indicating that 45% of older employees experience isolation due to ageism, and she stressed that these mentorship connections can disrupt exclusionary patterns.

Perrault compared ageism in the workplace to “a slow leak,” cautioning that HR must actively help managers identify subtle forms of bias, such as assumptions that older employees lack tech skills or are less suited for leadership.

Anika Heavener, VP of innovation and investments at The SCAN Foundation, observed that while AI is transforming the workplace, its implementation risks compounding age-related discrimination. She noted that HR must address this challenge proactively to mitigate AI’s unintended consequences on age diversity in the workforce.

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