Canada’s labour market is evolving, but not all changes are for the better. A troubling trend is emerging where employers prioritize formal education over real-world experience, leading to widespread discrimination. Older candidates and those without an undergraduate degree are increasingly being sidelined, despite their qualifications and years of expertise.
The Prevalence of Ageism
Age discrimination, or ageism, has become a significant issue in Canada’s employment landscape. A recent report by Statistics Canada reveals that older workers face the highest unemployment rates among experienced candidates.
According to the data:
47% of job seekers aged 55 and older report experiencing bias during the hiring process.
36% of employers admit they view younger candidates as more adaptable, even if older candidates meet all the job qualifications.
This bias not only undermines the value of experience but also contributes to longer job searches and forced early retirements for older workers, compounding economic insecurity.
The Education Trap
In parallel, there’s a growing emphasis on undergraduate degrees as a minimum qualification for roles that historically did not require them.
According to a 2024 survey by the Canadian Centre for Policy Alternatives:
62% of employers now list a bachelor’s degree as a mandatory requirement for entry-level positions.
39% of workers without a degree reported being rejected from roles despite possessing years of relevant experience.
This trend disproportionately affects skilled tradespeople, vocational graduates, and individuals from non-traditional education paths, further limiting opportunities for qualified candidates.
The Cost of Overlooking Experience
By valuing education over experience, employers risk alienating a significant portion of the talent pool. Older workers bring institutional knowledge, mentorship capabilities, and a proven ability to adapt to change. Similarly, candidates from non-traditional educational backgrounds often possess practical skills, creativity, and a strong work ethic developed through hands-on learning.
When employers dismiss these qualities, they not only perpetuate inequity but also hinder their own potential for innovation and growth. Studies show that diverse teams—including those diverse in age and educational background—perform better and are more resilient in dynamic markets.
An Invitation to Change
It’s time for a national conversation about these hiring practices. Employers, recruiters, and policymakers must address the systemic biases that prioritize academic credentials over professional accomplishments. By doing so, they can foster a more inclusive and effective labour market.
Here are some key questions to guide this dialogue:
How can employers better evaluate experience and practical skills during the hiring process?
What policies can reduce ageism in recruitment?
Should Canada implement stronger protections against degree inflation to ensure fair access to jobs?
A Call to Action
Discriminatory hiring practices hurt everyone—job seekers, employers, and the economy at large. Employers must lead the way by embracing inclusive practices that value all forms of expertise. This is not just about fairness; it’s about building a workforce that truly reflects the breadth of talent in Canada.
The conversation starts now. Employers and recruiters—how will you adapt?
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