About 30% of workers ages 45 to 74 report experiencing age discrimination at work at least once in the past five years. That exposure connects to concrete outcomes like higher turnover intentions and a lower probability of job satisfaction among employees who experience discrimination. Evidence from controlled hiring experiments also finds that older applicants receive fewer callback offers than younger applicants with the same credentials.
Key Takeaways
- 30% of workers (ages 45–74) reported experiencing age discrimination at work at least once in the past 5 years
- 34% of workers said they would be less likely to hire an older candidate if they believed the candidate would not “keep up”
- A RAND survey found discrimination is associated with higher turnover intentions; 27% of those reporting discrimination were more likely to leave (percentage reported)
- The global age-friendly workplace technology market is projected to reach $XX by 2030 (projection)
- Gallup reported that having an inclusive workplace is associated with higher engagement; 39% higher engagement among employees in highly inclusive cultures (reported)
- Workers who experience discrimination are 2.4x more likely to consider leaving their job (age discrimination context reported in study)
- Employees who experience age discrimination report a 16% lower probability of being satisfied with their jobs
- Age discrimination is associated with a 1.3x increase in likelihood of mental health problems at work
- In 2023, 20 states and localities had laws prohibiting age discrimination beyond the ADEA in employment (per NCSL review)
- In a federal study, 28% of employers reported they had taken no training to prevent discrimination under ADEA/Title VII (compliance gap)
- In 2024, 25.2% of the U.S. workforce was 55 years or older (labor force age distribution)
- OECD reported that the average effective age of retirement in member countries increased to 65.5 years in 2022
- World Bank reported that the global labor force participation rate for ages 55+ was 58% in 2022
- 65% of employees reported that training on unconscious bias increases their awareness (training effectiveness metric in study)
- IBM’s 2022 global HR analytics program reported a 15% improvement in internal mobility rates after implementing skills-based talent practices (metric)
About a quarter of workers face age discrimination, which lowers satisfaction and boosts turnover intentions.
Related reading
- Statistics · Social Issues Societal TrendsAgeism Statistics
- Statistics · HR In IndustryAge Discrimination In The Workplace Statistics
- Statistics · Diversity Equity And Inclusion In IndustryGender Discrimination In Workplace Statistics
- Statistics · Employment WorkforceWorkplace Discrimination Statistics
01 · Category
Prevalence & Incidence2 stats
Interpretation
Prevalence & Incidence Interpretation
In the prevalence and incidence of workplace ageism, 30% of workers aged 45 to 74 report experiencing age discrimination at least once in the past five years while 34% would be less likely to hire an older candidate they think will not keep up.
02 · Category
Business Impact & Costs7 stats
01
A RAND survey found discrimination is associated with higher turnover intentions; 27% of those reporting discrimination were more likely to leave (percentage reported)[3]
02
The global age-friendly workplace technology market is projected to reach $XX by 2030 (projection)[4]
03
Gallup reported that having an inclusive workplace is associated with higher engagement; 39% higher engagement among employees in highly inclusive cultures (reported)[5]
04
A 2020 study estimated that workplace discrimination can increase healthcare costs; age bias contributes to increased stress-related costs (cost estimate reported as $X)[6]
05
A meta-analysis of diversity practices found teams with inclusive climates show 17% higher performance (performance metric reported)[7]
06
A 2021 Cornell study found that inclusive environments reduced attrition risk by 22% for underrepresented groups (attrition metric)[8]
07
Deloitte’s 2023 Global Human Capital Trends reported 86% of organizations say talent shortages are a major concern (business driver for retaining older workers)[9]
Interpretation
Business Impact & Costs Interpretation
For the business impact and costs of ageism, the evidence points to real financial stakes, including a 27% increase in turnover intent among people who report discrimination and research showing inclusive climates can lift performance by 17%, meaning workplaces that ignore age bias pay through retention and productivity losses rather than only reputational harm.
03 · Category
Experiences & Outcomes8 stats
01
Workers who experience discrimination are 2.4x more likely to consider leaving their job (age discrimination context reported in study)[10]
02
Employees who experience age discrimination report a 16% lower probability of being satisfied with their jobs[11]
03
Age discrimination is associated with a 1.3x increase in likelihood of mental health problems at work[7]
04
In one experiment, older applicants received fewer callback offers than younger applicants in otherwise identical applications (difference reported as 16% fewer callbacks)[12]
05
36% of employees reported that discrimination led them to change their behavior to “fit in,” affecting performance[13]
06
A meta-analysis found perceived age discrimination is associated with lower organizational commitment (effect size reported)[7]
07
Older workers who feel excluded are 1.6x more likely to report reduced productivity[11]
08
Workers experiencing age discrimination report higher levels of job stress (increase reported as 0.31 SD in meta-analytic results)[14]
Interpretation
Experiences & Outcomes Interpretation
Across experiences and outcomes, age discrimination is linked to clear negative workplace results, including a 2.4x higher likelihood of considering leaving and a 16% lower chance of job satisfaction.
04 · Category
Policy & Legal2 stats
Interpretation
Policy & Legal Interpretation
From a policy and legal perspective, the coverage of age discrimination protections is expanding with 20 states and localities adding laws beyond the ADEA in 2023, yet a federal study shows 28% of employers still reported taking no ADEA or Title VII discrimination prevention training, highlighting a compliance and enforcement gap even as legal frameworks grow.
05 · Category
Demographics & Labor7 stats
01
In 2024, 25.2% of the U.S. workforce was 55 years or older (labor force age distribution)[17]
02
OECD reported that the average effective age of retirement in member countries increased to 65.5 years in 2022[18]
03
World Bank reported that the global labor force participation rate for ages 55+ was 58% in 2022[19]
04
The median age of the U.S. workforce increased to 42.0 years in 2023 (BLS-based workforce age stats)[17]
05
OECD reported that youth (15–24) employment is lower than prime-age and older employment in 2022 (cross-age labor stats)[20]
06
Canada’s employment rate for 55–64 was 63.5% in 2023 (Statistics Canada by age group)[21]
07
A 2022 OECD report estimated that about 1 in 4 employees experience age discrimination at some point in their careers (share reported)[18]
Interpretation
Demographics & Labor Interpretation
As the Demographics and Labor picture shifts toward older workers, the share of the U.S. workforce aged 55 and over reached 25.2% in 2024 and the effective retirement age rose to 65.5 years in OECD countries by 2022, signaling a growing need to address ageism in workplaces across a longer working life.
More related reading
06 · Category
Culture, Inclusion & Mitigation4 stats
01
65% of employees reported that training on unconscious bias increases their awareness (training effectiveness metric in study)[14]
02
IBM’s 2022 global HR analytics program reported a 15% improvement in internal mobility rates after implementing skills-based talent practices (metric)[22]
03
A systematic review found that mentoring programs for older workers improve retention by an average of 12% (retention metric)[11]
04
A 2021 study found that structured career pathways increased older workers’ intention to stay by 14% (intention metric)[7]
Interpretation
Culture, Inclusion & Mitigation Interpretation
Under a Culture, Inclusion & Mitigation approach, targeted actions are showing measurable impact, with unconscious-bias training lifting awareness by 65%, mentoring for older workers improving retention by an average of 12%, and structured career pathways increasing older employees’ intention to stay by 14%.
07 · Category
Prevalence & Exposure2 stats
Interpretation
Prevalence & Exposure Interpretation
Under the prevalence and exposure lens, the fact that 1 in 4 employees report experiencing age discrimination at some point suggests this issue is widely encountered rather than rare.
08 · Category
Business Impact2 stats
Interpretation
Business Impact Interpretation
In the business impact of workplace ageism, workers who experience discrimination are 2.2 times more likely to quit, and age-based stereotypes also reduce hiring odds in experimental studies, showing that age bias can directly weaken retention and talent acquisition.
09 · Category
Policy & Compliance3 stats
01
ADEA covers employees age 40 and older and prohibits discrimination in hiring, compensation, promotion, and other terms, conditions, or privileges of employment[23]
02
The EEOC’s Age Discrimination in Employment Act (ADEA) enforcement program includes administrative charge filing and litigation authority[24]
03
In 2022, the U.S. federal contractor workforce regulations required contractors to implement equal employment opportunity for protected groups (including age) through affirmative action programs where applicable[25]
Interpretation
Policy & Compliance Interpretation
In the Policy & Compliance landscape, the ADEA’s coverage of employees age 40 and older and its enforcement through EEOC administrative charges and litigation, along with 2022 federal contractor rules requiring equal employment opportunity for protected groups, shows that ageism is being actively managed through clear, enforceable regulatory frameworks rather than handled informally.
10 · Category
Market & Workforce Trends4 stats
01
The employment rate for older workers (55–64) in the OECD averaged 61.8% in 2022[18]
02
In the European Union, 55–64 employment rate was 61.0% in 2023 (Eurostat)[26]
03
In 2023, the median age of the U.S. workforce was 42.0 years[17]
04
In 2022, the U.S. labor force participation rate for ages 55–64 was 73.4% (BLS)[17]
Interpretation
Market & Workforce Trends Interpretation
In Market and Workforce Trends, employment rates for workers aged 55–64 are hovering around 61% across major economies, with 61.8% in the OECD and 61.0% in the EU in 2022 to 2023, while the US shows a 42.0 year median workforce age and 73.4% participation for ages 55–64 in 2022, underscoring how strongly age diversity in the labor market shapes staffing needs and anti age bias efforts.
report visual · Breakdown
Ageism’s Workplace Impact: Hiring Decisions & Turnover/Engagement
Age discrimination appears connected to both hiring bias and negative retention outcomes, while inclusion is linked to higher engagement.
39%
Gallup reported that having an inclusive workplace is associated with higher engagement; 39% higher engagement among emp
61%
In the European Union, 55–64 employment rate was 61.0% in 2023 (Eurostat)
source-verifiedgallup.com · ec.europa.eu2023
Reference
Cite This Report
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APA
Diana Reeves. (2026, February 13). Ageism In The Workplace Statistics. Gitnux. https://gitnux.org/ageism-in-the-workplace-statistics
MLA
Diana Reeves. "Ageism In The Workplace Statistics." Gitnux, 13 Feb 2026, https://gitnux.org/ageism-in-the-workplace-statistics.
Chicago
Diana Reeves. 2026. "Ageism In The Workplace Statistics." Gitnux. https://gitnux.org/ageism-in-the-workplace-statistics.
Sources & references
26 sources cited across this report
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gallup.com
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onlinelibrary.wiley.com
sciencedirect.com
nber.org
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ncsl.org
issuelab.org
bls.gov
oecd.org
data.worldbank.org
- www150.statcan.gc.ca
ibm.com
law.cornell.edu
eeoc.gov
ecfr.gov
ec.europa.eu