Sure, I will.
I categorize these barriers as external and internal, with the external ones being related to employment practices of business, and the internal ones being those that the older workers are in control of themselves.
From an external perspective, employment practices are often based on fallacies and misconceptions with respect to older workers. Frequently, older workers are stereotyped as being slower and less productive and not willing to learn new skills. Additionally, there are perceptions that older workers do not integrate well with younger managers. Older workers can find themselves in interview situations with young HR professionals who are half their age and who have little appreciation for the vast experience and skill sets they offer.
I'll zip through some of this because I know we're running behind.
The majority of the above-mentioned misconceptions are only that. In fact, surveys have shown that older workers tend to be loyal, highly trainable, and often serve as leaders and mentors in the workplace.
To conclude on the point about barriers, some of the most common employment barriers for older workers are internal and reside with the workers themselves. For example, in the case of job loss, the older worker will often lose their sense of identity and self-worth and question their own abilities in returning to the workforce. The task of assessing skills, preparing a resumé, and conducting a job search can be daunting to the older worker. In many cases, individuals will perceive themselves as too old to change careers and will withdraw from the process.
I’ll ask my colleague, Sue, to briefly speak about ageism in the workforce.