Discrimination against older workers is on the rise, presenting the nation with a dilemma as their numbers are set to swell in the coming years. According to a survey carried out by cognitive neuroscientist and business-improvement strategist Dr Lynda Shaw, 58% of men between 55 and 64 are in employment mostly because they need the money, rather than because they enjoy their jobs – and 77% of over-45s in work regularly worry about the threat of redundancy.

The figures are consistent with an ageing population that has to work longer before retirement (if indeed it comes at all), and a business culture that does not make them feel secure in their work. The first is expected to widen as people live longer and save for pensions later, with any schemes that do exist becoming less generous. But the second, Shaw argues, is the result of businesses incorrectly placing a higher value on younger workers – such as by prioritising them for training. Some companies, Shaw found, provide “little to no training for over-50s causing them to feel neglected, demotivated and out of touch”.

Shaw rightly detects severe flaws in this approach, noting that older workers are likely to be far more loyal than younger workers, who often move between companies. With that in mind, there is no reason not to offer similar training to older staff, as companies will be just as likely to benefit – if not, more so.

In addition, Shaw argues that a focus on youth is short sighted, stressing that the ideal workforce makeup consists of a diverse mix, including a variety of ages. That can lead to a sharing of new ideas and methods, different viewpoints and broader experience, which can all serve to make a company operate more effectively. It is hard to argue with Shaw’s conclusions, and with the number of older workers in the labour market set to increase in the future, it something that managers of all ages will need to consider.

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