The PM Society 2024 Diversity Survey showed that age is holding people back, both in pharma companies and in agencies. But surprisingly, it wasn’t simply brought up by those towards the latter end of their careers; it was also a concern for those just out of the career blocks.
Over half of the 112 survey respondents reported experiencing unfair treatment in the workplace, with 30% of these saying this was due to being either ‘too young’ or ‘too old’. But what does this mean? Were there commonalities between these two groups? Or were their insights completely different? Here are just a few of the reported experiences:
‘Too old’
Reasons for feeling marginalised due to being ‘too old’ included not being considered for new roles and feeling like they were top of the list for redundancy. Some reported that coaching and support around the redundancy process was given to those who were ‘younger’, with the implication that they ‘didn’t need’ this kind of help, because of being ‘more experienced’.
Our members have recently reflected that people in the ‘over 50’ age category are expected to keep up with the evolving technology and industry changes with little support, and this was especially felt by those in creative or technical roles. The younger generation are joining the workforce fully prepared for the use of technology and more able to adapt to change. But those who are very experienced, yet not as tech savvy, are struggling.
We have seen reports that at a time of restructuring and change within the industry, many over 50s are finding themselves without a job at all. It seems there is a perceived lack of value placed on experience, albeit a more expensive resource, and we are seeing ageism as a growing focus in diversity discussions.
‘Too young’
One of the most common responses around marginalisation for younger people was not being considered for a role even where they had relevant experience. Some perceived that jobs were going to those with little to no experience for the role, because they were older and therefore deemed to be more suitable.
The survey also showed a common theme for those working in agencies in junior client facing positions. Younger account managers can feel that they are not taken seriously, and some even reported clients asking for a more senior member of the team to oversee an account. One respondent spoke about feeling that their authority and advice was often undermined by older members of the team.
What does this mean for the industry?
Clearly there are challenges in the world of pharma marketing and communications, whether you are 25 or 55, and this is not specific to our industry. However, surely we are not making the most of the skills and ambitions of people at both the start and the later years of their working lives. There is no doubt that we are losing experienced people from the workforce too soon and this needs addressing. While Gen X may have grown up without smart phones, they have a huge amount of energy, skills and experience to offer their organisations.
Gen Z are tech savvy, ambitious, capable and are joining the workforce with different expectations of their careers and their managers. But are we training them and supporting them optimally? Do their managers know how to manage them? We need to understand these differences and maximise the opportunities that both generations bring for team success and to ensure a sustainable future in pharma marketing and healthcare comms.
What next?
The PM Society Diversity, Equity and Inclusion Interest Group has pledged to shine a light on the experiences of both groups, and to help suggest ways in which organisations can respond.
We need to be aware of ageism, and to help organisations with the language they use when having conversations that relate to protected characteristics*.
Our Careers Initiative will continue to help people navigate entry into the industry, but we will also be looking at how we can support those throughout and towards the end of their careers. The PM Society provides a unique space for experienced pharma marketers and communications experts to network, contribute and showcase their expertise. But there is space to do more. We will be working out what that could look like over 2025.
We will be collecting further insights into the experiences of both age groups and would love to hear your personal reflections. When have you felt too young or too old for your role? Email alexandra.moore@pmsociety.org.uk if you’d like to get involved.
*Some examples include the following: Age-inclusive language | NCVO Inclusive language – Home Office Design System