Damia Group’s Tracie Carter, a former Global HR Director, reveals what can be done to address age bias in tech and how older professionals can stay competitive.

Ask most people to describe a typical tech worker and they most likely will picture someone relatively young. Over the years, the industry has made progress on gender and race issues but what is talked about less often is the extent to which ageism is a problem in the tech industry.

Despite the tech world’s love of innovation, it is often perceived as undervaluing experience — potentially one of its greatest assets.

Recent studies show that age-related bias remains one of the most persistent problems in the tech industry. The latest State of the Industry report from data centre specialist key source found that more than 75% of senior decision-makers in IT and data recognise that ageism exists. Half believe that older workers are more affected.

The numbers are striking. One study found that employees in tech begin experiencing age-related bias as early as the age of 29, several years earlier than the average in other industries. By 38, many feel they’re considered past their prime. Around 35% say they’re considered too old for their job, while 32% worry about losing their role because of their age.

Overall, 61% of tech professionals believe older workers experience prejudice in their industry, the highest of any UK sector.

These figures are concerning, not only because of fairness but because this bias costs the industry in lost knowledge amid shrinking talent pools. In an era where the UK’s population is ageing and demand for tech skills far outstrips supply, the industry cannot afford to sideline experience.

Reality behind the bias

Why does this happen in a sector that prides itself on progress? It’s partly cultural. Tech has long celebrated speed and adaptability, which are concepts often associated with younger generations. But it’s a sweeping generalisation that older workers struggle to adapt to change or keep up with emerging technology. 

We at Damia Group say the opposite. We believe older tech professionals are often among the most adaptable, drawing on years of problem-solving and general life experience to learn new systems faster.

The data supports this too. Companies with age-inclusive work practices report higher productivity, better retention and greater employee satisfaction. A London School of Economics study found that employees at age-diverse companies were twice as likely to be satisfied with their roles and far less likely to seek new jobs.
 
I can remember not that long ago offering a tech job to a man in his late 50s; no one was more surprised than him that he’d got the job. We didn’t just get an employee with a real breadth of knowledge and experience, but one who truly appreciated us an employer for being more open-minded than, sadly, many organisations these days.

Why this matters in tech

This isn’t only a moral issue but a business one. Workers aged 50-plus make up a third of the UK workforce, yet they’re considerably underrepresented in tech. This gap will only grow as the birth rate falls and skills shortages deepen.

By overlooking older workers, the industry risks losing professionals who combine technical ability with communication, stakeholder management and leadership skills honed over decades of experience.

What older professionals can do

If you’re a senior professional in tech, here are some tips to help you stay competitive in your career:

  • Keep learning
    Tech changes quickly but you can too. Invest time in short courses, new certifications or upskilling in areas such as AI, cybersecurity or cloud computing. The key is to show continued curiosity and adaptability.
  • Show agility
    Agility doesn’t belong only to youth. Senior professionals often handle change better because they’ve lived through it. Highlight that perspective in interviews and profiles.
  • Refresh your digital presence
    Make sure your LinkedIn and professional profiles reflect your current work and interests. Avoid describing yourself as a senior or veteran. Instead, position yourself as ‘experienced in delivering transformation’.
  • Mentor and be mentored
    Intergenerational collaboration benefits everyone. Mentoring younger colleagues demonstrates leadership and openness, while reverse mentoring can help you stay current with new tools and trends.
  • Network beyond your age group   
    Join professional communities and events that include a mix of age groups. Exposure to diverse perspectives helps combat stereotypes.
  • Challenge bias constructively
    If you sense age-related bias in interviews or workplaces, raise it calmly and factually. Refer to your achievements and ongoing learning. Focus on what you can offer.

An age-inclusive future 

Ageism in tech might still be a problem but it’s one the industry must address. Tech’s talent gap isn’t going away. In 20 years, a significant percentage of the workforce will be over 50. Without re-skilling and retention strategies that include older professionals, the sector will face severe shortages.

At Damia Group, we believe in being human in a tech industry, which means valuing the people behind the skills, whatever their age. After all, the best teams blend experience with innovation and fresh thinking.

If you have a talent for tech and are looking for your next opportunity or hire, let’s talk.