Workers between ages 45-64 made up about 40% of the workforce as of 2020, as compared to 28% in 1990, according to an Oct. 9 report.

However, employers may not be hiring talent accordingly, according to research from Generation, a global employment non-profit, and the Organisation for Economic Co-operation and Development (OECD).

When asked whether they would hire candidates of specific ages for entry- or intermediate-level roles, surveyed hiring managers indicated a strong preference for applicants aged 30-44; candidates aged 45–64 were the least favored.

“Aging workers are an important asset, given their skill sets, experience and commitment,” Director, Directorate Employment, Labour and Social Affairs, Stefano Scarpetta, an OECD director, said in a statement.

“Retaining them in the workforce is key to sustaining high living standards in our economies,” he said. “And with businesses struggling to recruit, it’s more important than ever that all stakeholders do more to make longer and fulfilling careers a reality for all workers, regardless of age.”

The report, based on OECD data and an eight-country survey of thousands of employers, job seekers and employees in the U.S. and Europe, identified an “age-performance paradox” where employers value the experience of their own workers who are age 45 and older but undervalue job seekers in the same age group.

In fact, about 89% of employers said their midcareer and older workers performed well or better than their younger hires. In addition, 83% of employers said these workers learn as quickly — if not more quickly — than younger hires.

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