Ageism in Hospitality: A Personal Perspective

In recent months, I've been starkly reminded that ageism is still prevalent in the hospitality industry. As a woman in her fifties who transitioned from corporate life to entrepreneurship in her forties, I may be more attuned to these biases. My daily routine involves reviewing CVs, speaking to many people, crafting job adverts, and meeting clients to understand their business needs and expectations for future employees. 

Despite being urged by governing bodies to engage everyone in the workforce and to respect individual needs, I frequently encounter job listings seeking candidates "on their way up in their career," often interpreted as someone in their thirties or forties. Those in their late forties or fifties attempting to move to a new company often feel sidelined in their career progression, believing they’re no longer considered for significant roles. They also face challenges securing "lesser" positions, as employers question their motives and label them "overqualified." 

Why shouldn't someone want a role with fewer responsibilities where they can apply their extensive experience and wisdom? And why can't we view individuals in their fifties as still progressing in their careers? It seems there's a double standard: one rule for board directors and another for everyone else.  

We honour age and experience when considering board roles or chairpersons—after all, the average age of a UK hospitality chairman is currently 62 years old, as per the 2023 UK Spencer Stuart Board Index. Yet, cynically, it seems older employees might be less favoured due to perceptions of lacking energy or trendiness. 

Inclusive and diverse branding in hospitality should avoid ageism. Highlighting diverse employees boosts morale and attracts customers who value diversity. Brands often prioritise youthful representation, potentially excluding those who aren't Gen Z or millennials, under the guise of needing staff to reflect the brand. However, true brand identity should embrace inclusivity, not exclusivity. 

To all operations and HR decision-makers, I urge you to reconsider these biases. Let's create a culture that values experience and wisdom alongside youthful energy. 

For more expert advice and industry insights, contact Trish Leckie, Franchise Partner at Gecko Hospitality today at trish@geckohospitality.com.

Gecko Hospitality is part of The August Escoffier School of Culinary Arts