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It’s time to overcome age bias in the job market
Policymaking concerning employment in Indonesia is frequently manipulated by oligarchs who perpetuate normalized ageism practices to maintain a degree of plausible justification for their low remuneration practices for older candidates.
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Jobseekers line up on May 14, 2024, to file their employment applications
during a job fair in Pandeglang, Banten, that featured 16 companies. The fair was part of the provincial government’s effort to help young people find employment. (Antara/Muhammad Bagus Khoirunas)
I
n recent years, a worldwide campaign has gained momentum within global organizations, advocating for the "Ageless Workforce". Many argue that the maximum age limit typically used in job postings is discriminatory. This remarkable breakthrough undoubtedly demands our support, even though it has always been a hard sell in practice.
I have often heard stories about how older graduates have had to prove that they are every bit as professional as younger ones, even though those older applicants have similar or even better credentials.
Millennials and Gen-Z job seekers also often face similar difficulties, mainly because of the persistent stereotype that they need more experience for specific roles. As a result, they frequently need to be taken more seriously by potential employers.
Recent debates at the House of Representatives also emphasize the need to eliminate the working age restrictions. Statistics Indonesia (BPS) reported that in 2023, around 9.9 million young people aged 15-24 across the country were not working and not attending school. This figure was equivalent to 22.25 percent of the total young population in Indonesia.
In addition, the scale of the effect of stereotyped thoughts about aging on companies and organizations is striking. For example, stereotyped workers often result in lost productivity and hinder their ability to contribute to companies.
It's a pressing issue that demands immediate attention. The government's apparent disregard for the need to reform our employment ecosystem is worrisome, especially when we consider that by 2024, a significant portion of the Indonesian workforce will be individuals in their 40s and 50s.
After all, structural forces are a part of all this inertia. Policymaking concerning employment in Indonesia is frequently manipulated by oligarchs who perpetuate normalized ageism practices to maintain a degree of plausible justification for their low remuneration practices for older candidates.
