Leader: Why we must campaign against ageism in IT

IT feels young. For one thing, the industry itself doesn't go back all that far. But more importantly, it is seen as a profession for those who are themselves young. A similar attitude is held by those in all sorts of sectors that are now heavily technology-dependent - and which sectors aren't tech-dependent these days?

This is a problem. It may not feel like a huge problem right now but it increasingly will be. Take two statistics.

According to research from the Department for Work and Pensions, 40 per cent of the UK's working population will be over 45 by 2010. That's the straightforward demographics.

Second, in silicon.com's Skills Survey 2004, carried out just a couple of months ago, amid all the good news over a third of you told us that you had been 'personally affected by ageism in IT'.

Let's drill down on that second statement a little. Although it's good to hear 28.3 and 18.2 per cent of respondents respectively disagreeing strongly or just disagreeing with that statement, 14.2 per cent said they agree and a worrying 19.8 per cent - pretty much a fifth - said they agree strongly.

We followed up with those who said they felt they had been affected. There was almost a four-to-one skew towards those who said that ageism had been because they were too old, rather than too young.

So we're left with an anomaly which is hardly news for most of us: the UK, like most developed economies, faces an ageing working population but there is at the very least a perception that ageism, mainly against older workers, is common.

Now we could simply approach this subject by saying that ageism, just like discrimination based on race, gender, class, physical disabilities and more, is morally wrong. It is, for sure, but let's consider the business implications of such an approach.

There is no age limit on talent - and we know IT is an industry where we need more good talent. A number of leading UK organisations - names such as B&Q, Barclays, BT, Nationwide and Office Angels - have benefited from a balanced approach. Why can't IT departments across the board do likewise?

We have all seen the ads for someone with a masters degree and 15 years of experience - but who is preferably no older than 35. Similarly, we have heard the anecdotal evidence about rampant age discrimination from some at recruitment agencies who play to a stereotype. Indeed, silicon.com hears these stories on a regular basis and we will be asking those who feel they have been affected to step forward. (Email editorial@silicon.com to let us know your story.)

By the end of 2006, the UK will finally have legislation - in line with the rest of the EU and countries such as the US - that outlaws age discrimination. But we all know such a change is about a shift in attitudes as much as laws.

The DWP, with its Age Positive campaign, is highlighting the benefits of a balanced approach as of now. (See www.agepositive.gov.uk for more on that.)

silicon.com also feels the time to act is now. Over the coming weeks and months we will be campaigning for a fair crack of the whip for all those in IT. We will be hearing from experts on the subject and seeking out those companies with approaches that should be shared.

Ignoring talent - wherever it comes from - is bad for any industry, let alone one still struggling to attract enough good people. Ignoring what often amounts to years of experience is plain crazy.