Embodied ageism: “I don't know if you do get to an age where you're too old to learn”

More people are extending their working lives through choice or necessity and as a result there is an increasing focus on the experiences of older workers. Access to training and development at work are seen to be one way of maintaining the motivation, productivity and job satisfaction of older workers but at the same time we know that older workers typically get less training at work than younger members of the workforce. This article explores how ageist environments in society and in work organisations impact how older workers view the opportunities for training at work. Speech about training and development is analysed in semi-structured interviews conducted with 104 older workers, 25 line managers and 27 human resource and occupational health managers in the United Kingdom. Managers commonly spoke in ageist terms about older workers being less motivated or less able to undertake training and development. These stereotypes were also embodied/internalised by many older workers, who expressed the view that they were now ‘too old’ for training and/or promotion, either because of their career stage or because of the ‘inevitable’ physical and cognitive decline that comes with age and which makes learning new things more difficult. As access to training and development are recognised as one way of facilitating good and longer working lives, understanding the impact of ageist environments as well as direct discrimination against older workers is necessary to enable, encourage and motivate older workers to engage in development activities.