Aging is a natural part of life, but in the workplace, it can feel like a disadvantage. If you’ve ever overlooked a candidate because they seemed “too senior” or assumed someone wasn’t tech-savvy because of their age, you’re not alone.
Ageism is one of the most subtle yet pervasive forms of workplace discrimination. Many older professionals find themselves sidelined—not because they lack skills or experience but because of persistent biases that favor youth over tenure.
In this blog, we’ll explore the challenges older job seekers face in the Philippine workforce, from hiring biases to limited career progression. We’ll also discuss what your company can do to build a more inclusive, age-diverse workplace.
What is Ageism in the Philippines?
Ageism is discrimination based on someone’s age. In the workplace, it often means older employees or job seekers are treated unfairly due to assumptions about their skills, energy, or ability to adapt.
Despite existing legislation—like the Anti-Age Discrimination in Employment Act (Republic Act No. 10911) that prohibits age-based hiring practices and age limitations in job ads—ageism remains a pressing issue in the Philippine workforce. It shows up in both obvious and subtle ways.
- Institutional ageism occurs when company rules or practices disadvantage older employees. Think mandatory retirement ages or company policies that prioritize younger workers for open positions, promotions, or raises.
- Interpersonal ageism involves stereotypes from colleagues or managers, like believing older workers aren’t tech-savvy or struggle with change. For example, a manager might skip offering new software training to team members in their 50s on the assumption they won’t keep up or fully utilize it.
- Self-directed ageism happens when older employees internalize these biases. They may start to doubt their relevance or value or hesitate to pursue new challenges, even when they’re fully capable.
9 Challenges Employees Face Due to Ageism in the Philippines (And Its Solutions)
Ageism in the workplace impacts every stage of an older employee’s career. Ideally, you address these challenges to create a more inclusive, supportive environment. Check if the following concerns older workers in your organization and how to overcome them.
1. Hiring and promotion bias
Older candidates are often overlooked in favor of younger ones based on assumptions that they won’t adapt as quickly or bring in fresh ideas. Another misconception is that all their years of experience are no longer relevant. As a result, many qualified professionals miss out on roles or promotions despite their qualifications and track record.
Solution: When hiring and promoting, focus on skills and experience—not age. You could implement blind recruiting or standardized evaluations to reduce bias and assess everyone fairly.
2. Workplace culture and stereotyping
In fast-paced industries like marketing, technology, or finance, older employees may be unfairly labeled as “behind the times” or resistant to change. These stereotypes can make them feel isolated or undervalued, even when they offer deep industry knowledge and stability.
Solution: Build a culture of mutual respect through cross-generational mentorship and collaboration. Then, encourage teams to share knowledge and learn from each other, regardless of age.
3. Financial and emotional impact
Did you know that staying active in work or society can improve older adults’ health and happiness by 4%–8%? Without these opportunities, they might lose a sense of purpose and amplify their self-doubt. Plus, they often face significant financial strain when they get sidelined.
Solution: Provide financial planning tools and mental health support, such as counseling or workshops, to ease stress and improve their overall well-being.
4. Health implications
The constant pressure to “prove themselves” can take a toll on older workers’ physical and mental health. Stress can lead to burnout, high blood pressure, or anxiety, making it harder for them to keep pace in age-conscious environments.
Solution: Offer flexible work arrangements, wellness benefits, and age-appropriate health programs since supporting a healthy work-life balance boosts both morale and productivity.
5. Lack of professional development opportunities
Older employees often miss out on training or skill-building opportunities, limiting their ability to stay competitive or grow with the organization.
Solution: Make learning accessible to all employees, regardless of age. Encourage continuous development through training programs, mentorships, or reskilling opportunities designed for varying experience levels.
6. Forced early retirement or layoffs
In some cases, older employees are pushed into early retirement or let go because of their age, even when they still have so much to contribute. These scenarios can lead to feelings of rejection.
Solution: Offer voluntary retirement plans and create pathways for consulting roles if possible. Allow them to decide when and how they transition out of the workforce.
7. Exclusion from workplace social circles and networking opportunities
Older professionals may find themselves left out of team socials or networking opportunities, resulting in fewer chances for mentorship, visibility, engagement, and advancement.
Solution: Organize inclusive events that encourage networking and collaboration across all age groups. Cultivating these relationships strengthens team dynamics and ensures everyone feels they belong.
8. Wage stagnation compared to younger employees
Senior employees may experience slower salary growth, while their junior counterparts receive raises or bonuses to keep them motivated. This pay gap can hurt morale and financial security.
Solution: Review salaries regularly to ensure compensation is fair and transparent. Pay should reflect experience, contributions, and performance instead of assumptions tied to age.
9. Resistance to flexible work arrangements for older workers
There may be assumptions that older employees aren’t open to flexible setups, like remote work or hybrid schedules. Some think aging workers prefer traditional routines or will struggle with digital tools necessary for virtual collaboration. As such, they may not be prioritized for flexible policies, even when they would benefit most from them.
These misconceptions overlook the realities many senior professionals face: managing chronic health conditions, caring for aging parents or grandchildren, or simply seeking a better work-life balance as they near retirement.
Solution: Normalize flexible work arrangements for all age groups to foster inclusion, productivity, and long-term retention.
Talent Knows No Age
Ageism remains a significant challenge in the Philippine workforce, sidelining many experienced professionals through biases that limit their career potential. From wage stagnation to exclusion from workplace culture and a lack of flexibility, older employees often face hurdles that hinder their full potential.
However, change is possible by embracing inclusive hiring practices, offering equal access to upskilling, and fostering a culture of respect across generations. Your organization can then unlock the full value that seasoned professionals bring to the team.
Looking for top-tier talent in the Philippines? Partner with Manila Recruitment, a trusted offshore agency in the Philippines, to connect with highly skilled, experienced professionals across industries. Get in touch today to empower your workforce!
DISCLAIMER: The information in this webpage/blog/article/infographic we have published and the associated commentary are presented as general information and are not a substitute for obtaining legal advice in this area. Manila Recruitment does not accept liability for any action taken based on the information presented or for any loss suffered as a result of reliance on the information provided.
Passionate about promoting the ingenuity of Filipino talent, Arvin is a sought-after resource person in the field of career development. He regularly delivers keynote speeches and conducts workshops throughout the Philippines, sharing his insights and strategies for improving employability and promotability.
