Ageism in the Built Environment: Why Experience Still Gets Overlooked

Ageism in the Built Environment: Why Experience Still Gets Overlooked

Despite working in a sector that is screaming out for experienced professionals, ageism is still surprisingly rife. Skills shortages continue to dominate construction, property, project management, and consultancy — yet many seasoned experts find themselves facing subtle, and sometimes not-so-subtle, barriers when applying for new roles.

Earlier this week, a candidate in her mid-50s said something that really struck a chord:

“I’ve been to several interviews, and every time I get to the final stage. I can’t prove it, but it feels like it keeps coming down to my age. What can I do about it?”

Sadly, she’s far from alone. Many talented, highly qualified professionals in their 40s, 50s, and 60s share similar experiences. And the reality is that anyone with half a brain can make an educated guess about a candidate’s age simply by looking at a CV. The question is not whether age can be inferred — it’s whether it should matter.

Spoiler: it shouldn’t.

Why Ageism Makes No Sense in Today’s Market

With the state pension age continuing to increase — and likely to rise again — people are working longer than ever. At the same time, demand for experienced professionals far outweighs supply in many areas of the built environment.

Companies that disregard older candidates aren’t just being discriminatory; they’re actively limiting their own access to knowledge, stability, and capability.

Firms that embrace a more experienced workforce often enjoy three major advantages:

Deep expertise that boosts capability immediately

Senior professionals bring decades of real-world experience — the kind you simply can’t teach in a classroom or crash course. Their decision-making, judgement, and perspective can prevent costly mistakes and strengthen teams.

Natural mentoring for younger staff

When younger team members work alongside seasoned colleagues, they learn faster. They pick up soft skills, technical insight, client-handling confidence, and professional maturity much more quickly.

Stronger retention and loyalty

Experienced hires are statistically less likely to jump every 12–18 months. They value stability, culture, and meaningful work — exactly what so many firms claim to want when building long-term capability.

The companies that recognise this will ultimately have the advantage.

So What Can Candidates Do? Practical Advice

Work with the right recruiter

This isn’t about choosing anyone — it’s about choosing someone who genuinely values experience and has relationships with firms that do the same. The right recruiter will:

position your strengths strategically open doors to employers who want experienced people head off age-related concerns before they even arise advocate for your value, not just filter your CV through an ATS

Focus your CV on achievements, not chronology

Yes, people can estimate your age from your career history — that’s unavoidable. But you can influence what they focus on. Strengthen your CV with:

measurable achievements project impact client relationships leadership and mentoring problem-solving examples

Make your experience feel like an asset (because it is), not just a timeline.

Address assumptions confidently in interview

If you sense hesitation, steer the conversation toward:

your longevity and stability your adaptability to new systems or technologies your motivation for the role your enjoyment of mentoring your energy, not your years

People respond well to a positive, proactive approach.

Target firms known to value experience

Some organisations actively seek more senior professionals — for governance, risk management, client relations, technical capability, and team leadership. These are the employers who genuinely benefit from a blend of youth and experience.

Final Thoughts

Ageism may still exist, but the tide is slowly turning. As the workforce ages and skills shortages deepen, more organisations are waking up to the reality that experience isn’t just desirable — it’s essential.

The right employer won’t see age as a drawback. They’ll see it as the very thing that sets you apart.

If you’re an experienced professional looking for a company that values what you bring to the table, or you’re unsure how best to position yourself, I’m always happy to have a confidential conversation.