Age Bias in the Indian BPO Industry

 Age Bias in the Indian BPO Industry: Why People Over 40 Are Being Overlooked

The business process outsourcing (BPO) industry is one of the fastest-growing industries in the world. It's a high-pressure and dynamic industry that requires a skilled workforce to deliver results. However, in recent years, there has been a growing concern about age bias in the BPO industry, particularly towards people over the age of 40. Many companies in the BPO industry are not considering older candidates for recruitment, which is unfair and discriminatory.

Age bias is a form of discrimination that occurs when an employer makes decisions based on an individual's age, rather than their skills, qualifications, or experience.

In the BPO industry, older candidates are often overlooked because of the perception that they may not be as tech-savvy or adaptable as younger candidates. This perception is not only incorrect but also detrimental to the industry's growth and success.

The reality is that older candidates bring a wealth of experience, knowledge, and skills to the table that can benefit the BPO industry. Older candidates tend to have a more extensive network, better problem-solving skills, and better customer service skills than their younger counterparts. These skills are critical in an industry that revolves around customer service, problem-solving, and adaptability.

Potential 40+ candidates bring in higher job stability as they would want to look for long term association with the company, unlike the younger lot that jump jobs in every 6 to 8 months.

So why are older candidates being overlooked in the BPO industry? One reason may be the perception that older candidates are not as tech-savvy as younger candidates. However, this is a myth. Many older candidates are just as tech-savvy, if not more so, than their younger counterparts. In fact, many older candidates have a more extensive knowledge of legacy systems and processes, which can be valuable in the BPO industry.

Another reason may be the perception that older candidates are not as adaptable as younger candidates. However, adaptability is not determined by age. Many older candidates have successfully adapted to new technology, processes, and work environments throughout their careers.

So what can be done to address age bias in the BPO industry? Firstly, companies should recognize the value that older candidates bring to the table and make a concerted effort to recruit and retain them. This can include targeted recruitment campaigns, training programs, and mentorship opportunities that are geared towards older candidates.

Secondly, companies should implement policies and practices that prevent age bias from occurring. This can include training hiring managers on age bias, conducting fair and unbiased interviews, and ensuring that job requirements are not discriminatory towards older candidates.

In conclusion, age bias in the BPO industry is a real and concerning issue. Companies that overlook older candidates are not only missing out on a valuable source of talent, but also perpetuating discrimination and unfairness. The Hiring team needs to understand that the employee is not required to run a 200 meter race 😄, hence please keep the age bias aside. It's time for the BPO industry to recognize the value of older candidates and take proactive steps to address age bias.