It is May Mental Health Month: Addressing ‘Ageism’ at Work

Beyond ‘toughing it out’ at the workplace, mental health has been talked about in workplaces for the longest time. With recent studies show that burnout culture in Singapore’s city-state is at an all-time high with more than half of Singaporean workers (54%) report that they are now more sensitive to stress compared to the previous year.

While discussions around mental health have gained momentum in recent years around work stress, there remains a significant gap in understanding and addressing the challenges faced by individuals who are 40 and above, particularly when it comes to job security and career advancement.

Research on ageism suggests that it has detrimental effects on older persons’ physical, psychological, behavioural and social functioning.

According to Sam Belcher, Managing Partner – Asia: “People in their 40’s and 50’s are often at a stage of peak financial commitment (kids, schools, mortgages etc), yet are also at a stage of career vulnerability, particularly in cost sensitive economic cycles such as now. On a daily basis I speak to senior candidates, Singaporeans and expats alike, who are really struggling to make headway in their job search and I can visibly see the mental health toll this takes as the weeks and months pass.”

In conjunction with May Mental Health Awareness month, what should we do to integrate mental health in workplaces in order for us to cultivate new narratives particularly for people older than 40? In this article, hear what Sam Belcher has to say about this:

#1 Revisit redundancy packages

Companies should reconsider the structure of redundancy packages, especially for those who may be disproportionately affected. In an era of cost-cutting measures, redundancy packages have been steadily trimmed over the years which can leave some, particularly recent joiners, seriously disadvantaged. A fair and comprehensive package can provide much-needed support during transitions.

#2 Combat ageism

It’s essential to challenge ageist attitudes in the hiring process. Statements like “the team is young, so we prefer candidates under 40” perpetuate discriminatory practices. Recruiters and HR professionals must advocate for fair treatment and educate hiring managers on the value of diverse perspectives and experiences.

#3 Be open about contract/interim roles

Senior professionals facing challenges in securing permanent positions can benefit from temporary roles. Offering contract or interim opportunities not only helps fill critical gaps but also provides experienced individuals with a pathway back into the workforce.

#4 Provide guidance and support

Many job seekers, especially older individuals, may feel lost in navigating the modern job market. Some people have very little idea on how to navigate their job search. How do you beat the algorithms? How do you get your CV at the front of the queue? Often people need a little helping hand to guide their job search in the right direction.

Employers and recruiters can offer assistance in resume writing, interview preparation, and navigating online applications. Simple gestures can make a significant difference in someone’s job search journey.

#5 Make introductions

Introductions to hiring managers or industry contacts can be invaluable for job seekers. Encouraging networking opportunities and facilitating connections can open doors to unexpected opportunities. However, it’s equally important to manage expectations transparently to avoid false hope.

In conclusion

Spotting signs of ageism is key to tackling it at work and creating an environment where everyone’s respected, no matter their age. Getting rid of age bias isn’t just about being nice — it’s about tapping into all the talent available, making the workplace a better place to be, and sparking fresh ideas. When you’ve got a mix of ages and perspectives, that’s when things get creative at the workplace.

It’s not just good for the team; it’s a game-changer for the whole company, boosting morale and ensuring we’re in it for the long haul. From career counselling calls to gratis introductions to hiring managers and re-writing CV’s, every little helps especially if we want to make contributions during Mental Health Awareness month this May.

If you’re someone that is in your 40s or 50s an is in need of a career boost, get in touch with us. Head over to The Edge Partnership today for job listings, career advice and new opportunities.