The research found that more than nine in 10 (93%) young people in the UK have experienced negative treatment at work because of their age; This rate was 88 percent compared to three years ago.

According to a UK Youth and KFC survey Of the 9,000 people aged 16 to 25 who reported age-based discrimination, a quarter (26 per cent) said it had led to them losing interest in work altogether.

These findings are consistent with: Official figures from the Office for National StatisticsThis shows that the number of young people not working, in education or training (NEET) reached 872,000 between April and June 2024; This marks the highest level since records began in the 1990s.

Seven in 10 appreciate Gen Z’s creativity and adaptability but admit they struggle to manage them

Three-quarters of companies have multigenerational workforces but managers aren’t sure how to support them, research shows

‘Growing disconnect’: Research reveals businesses fail to understand what new hires want from roles

Negative experiences affect career goals

The UK Youth and KFC research also highlighted key issues facing young workers; Four in five (81 percent) said they felt undervalued at work, while more than three-quarters (78 percent) reported feeling undervalued.

These negative feelings go beyond job satisfaction and often impact self-esteem and career goals: 69 percent of survey respondents said they missed out on promotions because of their age, and 75 percent said they were denied job opportunities altogether. Moreover, half (49 percent) expressed concerns about their ability to advance their careers.

Oliver Hodgson, consultant and managing director of Platinum Live, said: People Management the findings are “not surprising,” adding that “age-based discrimination is something many people (young people) encounter on a regular basis in the workplace.”

“The rise in negative experiences in recent years reflects a worrying lack of respect for young workers and reveals how some workplaces are becoming even less inclusive,” he explained.

“This is frustrating because Generation Z is the workforce of the future, but these barriers may prevent many from fully participating and contributing their incredibly modern skills, fresh perspectives and creativity.”

Barry Fletcher, CEO of the Youth Futures Foundation, expressed concern about the 93 per cent figure, describing it as “alarming” and adding that young people deserve to be respected and valued in the workplace.

“Failure to tackle widespread discrimination can damage young people’s self-confidence during the most formative years of their careers. “This is something employers with skills shortages and job vacancies cannot ignore,” he said.

Stereotypes fuel age-based discrimination

The study also found that negative stereotypes about young workers are at the heart of this age-based discrimination; A third (34 per cent) describe young people as ‘overly sensitive’, while 27 per cent see them as ‘entitled’ and 23 per cent see them as ‘lazy’ and ‘shy to work’.

These harmful stereotypes have a detrimental effect on young people’s self-esteem; While 56 percent stated that these affected their self-worth, 45 percent said that they weakened their self-belief.

Hodgson explained that much of this discrimination stems from “ingrained stereotypes,” which leads to misunderstandings.

Value inequalities contribute to this bias, he said, with many organizations being slow to adapt to generational shifts in workplace culture and viewing young people’s new ideas as “more of a threat than an asset”.

Despite persistent stereotypes, employers are aware of their negative effects. Two fifths (38 per cent) of employers think these stereotypes are unfair, while half (51 per cent) acknowledge how damaging they are to young people’s mental health.

Steps to promote inclusion in the workplace

“Companies should consider initiatives such as reverse mentoring programs that can help close generational gaps and unconscious bias training to address age-related bias in hiring and promotions,” Hodgson said.

Peninsula’s director of employment services, Kate Palmer, noted that HR can play an important role by training managers to ensure their decisions are inclusive and fair for workers of all ages.

“Those involved in hiring and promotion decisions also need to be trained to ensure there is no unconscious bias in the choices they make,” Palmer explained, adding that any decision a business makes regarding its workforce “must be made on an objective and justified basis.” ”.

He also suggested encouraging teamwork and collaboration among all employees to foster a more inclusive environment. “If employees can work well together, respect each other, and understand how they work, they can begin to build strong connections in an inclusive environment,” he said.

Fletcher agreed, emphasizing the importance of training for line managers to create a more inclusive workforce. “Understanding the barriers that young people face in accessing employment is crucial to removing these barriers so we can offer all young people a path to success,” he said.

Read CIPD’s thought leadership article, Should we stop talking about generational differences?