May 2025 DEI – The Effects of Age Bias on Job Searches
If you are looking for a job, you have likely encountered obstacles. Whether you are new to the job market or searching for a different position, you are not alone if you feel that aspects such as your age are hampering your search.
In her recent article, Ageism in Hiring Is a Growing Concern for Older Workers, Anna Verasai commented on older workers’ experience with the job market.1 Per her findings, older workers are increasingly facing challenges in the job market due to ageism. A study by CWI Labs found that 59% of workers 50 or older believe their age hinders their job search.2 Despite their experience, modernization and technological advancements have made it harder for them to find employment.
The job market has been unstable, with furloughs and layoffs affecting workers of all ages. While you may expect downsizing organizations to cut younger people with less experience, older workers are equally at risk. According to CWI’s survey, 81% of older workers feel employers favor younger applicants.
Older workers may be perceived as lacking the necessary skills to keep up. However, 92% of CWI’s survey respondents over 50 were willing to learn new skills. Higher salary expectations and assumptions about their adaptability contribute to their hiring hurdles.
Ageism also affects young graduates. Gen Z workers struggle to find and hold jobs due to perceptions of unprofessionalism and unpreparedness. Addressing ageism is crucial for organizations to support older job seekers and the incoming workforce.
On the other hand, Robert Half is optimistic regarding the 2025 job market, stating, “With job openings in the US largely outpacing pre-pandemic highs, many companies are expected to have strong demand for skilled talent.”3
How will tech and age reshape the legal industry? Robert Half observes, “Continued integration of technology is significantly changing how legal services are performed. Law firms and corporate legal teams increasingly use AI and machine learning to analyze thousands of documents, assess relevance and forecast litigation outcomes.”4 Older workers who do not adopt these technologies quickly could face sustained issues finding employment.
Nearly all legal leaders plan to hire new staff or fill open roles. Yet, according to the statistical data collected by Robert Half, 99% said finding skilled talent in the current market is difficult. Despite that, 71% are focusing their efforts on hiring contract workers.
For job seekers in the legal field, it may help to target the top 15% of in-demand roles, such as contract administrator (1-3 years’ experience) and lawyer/attorney (10+ years’ experience). With required experience ranging from entry-level to senior, there are roles available for people of all ages.5
Dana Fischel, ACP, CAS, has worked as a litigation paralegal for over 20 years in a probate law firm in San Bernardino, California. Dana obtained her BA in human development with a concentration in gerontology from California State University East Bay Hayworth. She has a Paralegal Certificate, a Professional Fiduciary Management Certificate, and an Accounting for Governmental and Nonprofit Organizations Certificate from the University of California Riverside. She is currently enrolled in the University of Maryland Baltimore’s Gerontology Master’s Program with a specialization in thanatology. Dana has served for over 15 years as an Inland Counties Association of Paralegals Board Director and Treasurer.
1 https://www.thehrdigest.com/ageism-in-hiring-is-a-growing-concern-for-older-workers/
2 https://hrtechedge.com/cwi-labs-survey-highlights-challenges-faced-by-older-workers/
3 https://www.roberthalf.com/us/en/insights/salary-hiring-trends/demand-for-skilled-talent
4 https://www.roberthalf.com/us/en/insights/salary-hiring-trends/demand-for-skilled-talent/legal
5 https://www.roberthalf.com/us/en/insights/research/data-reveals-which-legal-roles-are-in-highest-demand#toc3
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