More than nine in 10 (93 per cent) young people in the UK have experienced negative treatment at work because of their age – a jump from 88 per cent three years ago – research has found.

According to one The UK Youth Survey and KFC of 9,000 16- to 25-year-olds, a quarter (26 percent) of those who reported age discrimination said it caused them to lose interest in work altogether.

These findings align with official figures from the National Statistics Officewhich shows that the number of young people not in employment, education or training (NEET) reached 872,000 between April and June 2024, marking the highest level since records began in the early 1990s.

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Negative experiences influence career ambitions

Research by UK Youth and KFC also highlighted the main issues facing young workers, with four in five (81 per cent) saying they feel undervalued at work, while more than three quarters (78 per cent ) reported feeling favored.

These negative feelings go beyond job satisfaction, often impacting self-confidence and career ambitions: 69% of respondents said they missed out on promotions because of their age, and 75% were turned down for job opportunities. Furthermore, half (49 percent) expressed concern about their ability to progress in their careers.

Oliver Hodgson, consultant and managing director of Platinum Live, said People management the findings “are not surprising”, adding that “age discrimination is something that many (young people) regularly encounter in the workplace”.

“The increase 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.

“It’s frustrating because Generation Z is the future workforce, but these barriers could deter many from fully participating and contributing their incredibly modern skills, fresh perspectives and ingenuity.”

Barry Fletcher, CEO of the Youth Futures Foundation, expressed concern at the 93% figure, calling it “worrying” and adding that young people deserve to be respected and valued in the workplace.

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

Stereotypes fuel age discrimination

The study also found that negative stereotypes about young workers are at the heart of this age discrimination; a third (34 percent) described young people as “overly sensitive”, while 27 percent considered them “entitled” and 23 percent considered them “lazy” and “work shy”.

These harmful stereotypes have a detrimental impact on young people’s self-esteem, with 56% reporting that it has affected their self-worth, while 45% say it has undermined their self-belief.

Hodgson explained that much of this discrimination stems from “ingrained stereotypes” that have led to misunderstandings.

He said value disparities contributed to this bias, with many organizations slow to adapt to generational changes in workplace culture, viewing the fresh ideas of young people as a “threat rather than an asset”.

Despite the perpetuation of stereotypes, employers are aware of their negative impact. Two in five employers (38 per cent) considered these stereotypes incorrect, with half (51 per cent) recognizing the impact they have on young people’s mental health.

Steps to promote inclusion in the workplace

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

Kate Palmer, Peninsula’s director of employment services, pointed out that HR could play a key role by training managers to ensure their decisions are inclusive and fair to employees of all ages.

“Those involved in recruitment and promotion decisions should also be trained to ensure there is no unconscious bias in the choices they make,” Palmer explained, adding that any decision a business makes about to the workforce should be taken on “an objective and justified basis. “.

She also recommended encouraging teamwork and collaboration among all employees to promote a more inclusive environment. “If employees can work well together, have respect for each other and understand how each works, they can begin to build strong connections in an inclusive environment,” she said.

Fletcher agreed, stressing the importance of training line managers to create a more inclusive workforce. “Understanding the barriers young people face when accessing employment is crucial to breaking them down so we can give all young people a path to success,” he said.

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