The mention of Blackpool often conjures images of a lively resort town, brimming with amusement rides and vacationers. However, behind the bright lights and tourist attractions, lies a harsh reality for residents aged over 50 – the struggle to find a permanent job.

Statistics from the Office for National Statistics show that in the North West of England, the unemployment rate for those aged over 50 is significantly higher compared to the overall unemployment rate. In 2019, the unemployment rate for this age group in the North West was 3.7%, compared to the overall unemployment rate of 2.9%. This begs the question – why are Blackpool residents aged over 50 facing such difficulties in finding permanent employment?

One of the main reasons for this struggle is the rampant ageism that exists in the job market. Despite laws in place to prevent discrimination based on age, employers often find ways to bypass these laws and overlook older job seekers in favour of younger, supposedly more “desirable” candidates.

One way employers do this is by placing job advertisements with specific age requirements, such as “looking for a young and dynamic candidate” or “recent graduates preferred.” These seemingly harmless phrases automatically eliminate older job seekers from the pool of applicants, regardless of their qualifications and experience.

With the rise of technology and digitalisation has also added to the difficulties faced by this age group. Many older job seekers may not be as tech-savvy as their younger counterparts, making it challenging to compete in today’s job market, which heavily relies on digital skills. This creates a vicious cycle – older job seekers struggle to find employment due to lack of digital skills, but are unable to gain these skills without being employed.

Additionally, there is a common misconception that older workers are less productive and adaptable compared to younger workers. This stereotype often leads to employers hesitating to hire older job seekers, despite research showing that older workers are just as productive, if not more, than their younger counterparts. This bias is not only detrimental to older job seekers but also to the economy as a whole, as it limits the potential and contribution of a significant portion of the workforce.

The difficult reality for older job seekers in Blackpool is further exacerbated by the decline of traditional industries in the area, such as manufacturing and tourism. These industries have historically provided employment opportunities for older workers, but with their decline, the job market has become even more challenging for this age group.

In light of these challenges, one may wonder – what can be done to improve the employment situation for Blackpool residents aged over 50? Firstly, there needs to be a shift in societal attitudes towards older workers. Older job seekers should be seen as valuable and experienced assets to the workforce, rather than a burden or liability. This change in mindset can lead to more inclusive hiring practices and fairer treatment of older job seekers in the job market.

Additionally, there needs to be more support and resources available for older job seekers to acquire and update their skills, particularly in the digital realm. This could include government-funded training programs or partnerships between businesses and educational institutions to provide skills development opportunities for older workers.

Employers also have a crucial role to play in addressing the issue of ageism in the job market. They should actively seek out and consider older job seekers for their open positions, rather than automatically favouring younger candidates. Age should not be a determining factor in a candidate’s suitability for a job; their qualifications, skills, and experience should be the main criteria.

Furthermore, there should be stricter enforcement of age discrimination laws to prevent employers from finding ways to bypass them. This could include increased penalties for companies found guilty of age discrimination or regular monitoring and reporting of companies’ hiring practices.As retirement age is moving upwards, people are working longer, government changes already have retirement age for Gen X at 67, soon to continue moving towards 70.

In conclusion, Blackpool residents aged over 50 face significant challenges in finding permanent employment due to ageism and other factors specific to the area. The reality of being overlooked in the job market has severe consequences not only for the individuals but also for the economy. It is imperative that society, employers, and the government take action to address these issues and create a more inclusive and fair job market for all age groups. After all, age should not determine one’s worth or ability to contribute to the workforce.