Qu'est-ce que Ageism ?

Definition

Ageism in employment refers to prejudice, stereotyping or discrimination against individuals based on their age. In recruitment, it most commonly disadvantages candidates over 45–50, who face assumptions about technological adaptability, energy, salary expectations or remaining career tenure. It can also affect young candidates stereotyped as lacking maturity or commitment.

In practice

Ageist assumptions in recruitment include: "They'll be set in their ways"; "They won't stay long before retiring"; "They'll cost too much"; "They can't learn new technologies". Research consistently disproves these generalisations: older workers typically have lower absenteeism, higher loyalty, and bring institutional knowledge and emotional intelligence that younger workers are still developing. In Belgium, age discrimination is prohibited under federal anti-discrimination law (2007) and can be reported to the Institut pour l'Égalité des Femmes et des Hommes or Unia. ONEM and the regions actively promote mature worker employment through programmes like Plan Activa. Structural safeguards include removing graduation years from CV screening, using competency-based criteria, and training hiring managers to recognise age stereotyping.

Key takeaway

Talent has no expiration date — age-related assumptions not only break the law but cause companies to miss experienced, loyal and productive candidates.