A new report has sounded the alarm on a persistent form of discrimination in Canadian workplaces, revealing that employees aged 45 and older are facing significant barriers due to ageism. The findings highlight a critical issue affecting a large segment of the workforce.
Key Findings of the IDQ Report on Workplace Ageism
The report, compiled by IDQ, provides concrete evidence that age-based discrimination is a reality for many professionals in their late 40s, 50s, and beyond. While the specific data points from the study are not fully detailed in the source material, the central conclusion is clear: reaching the age of 45 can mark a turning point where an employee's experience is increasingly undervalued and opportunities for advancement or new hiring begin to shrink. This trend persists despite laws against age discrimination and a growing public discourse on inclusive workplaces.
The Impact on Careers and the Economy
The consequences of this systemic bias are far-reaching. For individual workers, it can mean prolonged job searches, being passed over for promotions, or being targeted first during layoffs. The psychological and financial toll on affected individuals and their families is substantial. On a macroeconomic level, ageism represents a profound waste of talent and accumulated knowledge. As Canada's population ages, pushing experienced workers out of the labour force prematurely can exacerbate skills shortages and reduce overall economic productivity. It contradicts the need to retain skilled personnel in a competitive global market.
A Call for Awareness and Action
The publication of this report on October 08, 2025, serves as a crucial call to action for employers, policymakers, and recruiters across the country. Combating ageism requires a conscious effort to re-evaluate hiring practices, promotion criteria, and workplace culture. Initiatives could include implementing blind recruitment processes for certain stages, offering unconscious bias training focused on age, and creating mentorship programs that leverage the strengths of multi-generational teams. The goal must be to create environments where contribution and capability are valued over birth date.
Ultimately, the IDQ report adds to a growing body of evidence that age discrimination is not a peripheral issue but a central challenge for Canada's labour market. Addressing it is essential for building a fairer, more resilient, and more prosperous economy that benefits from the full spectrum of its workforce's talent.
