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The UK games industry is a relatively youthful one, with the most recent Ukie Census revealing that some 61% of the workforce is aged 25 or younger up to 35 years old. But with the sector facing a skills gap, could attracting older professionals be an answer to the issue? And if so, how can studios welcome and support those aged 51 and above. Amiqus’ Business Manager Liz Prince takes a look…
he UK games industry is a vibrant and dynamic sector, renowned for its innovation and creativity. However, the most Ukie Census revealed a disparity between the age profile of the games workforce and the wider population. While the industry boasts a youthful energy, could it be missing out on the valuable experience and skills of older workers? A mere four per cent of the UK games industry workforce is aged 51 or over, compared to 32% of the overall workforce who are 50 or older. These statistics are particularly interesting in the context of the Centre for Better Ageing’s campaign from earlier this year – ‘Age Without Limits’ – which highlights that ageism is a prevalent issue in the workplace. The report claims that one in three people over 50 believe they have been turned down for a job due to their age. Furthermore, one in five employers admitted to age discrimination within their organisation. Older applicants are less likely to be hired,
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according to the report, and once employed, are often overlooked for training opportunities. The consequences of this ageism are far-
reaching. There are currently 460,000 people aged 50-64 in the UK who are out of work but would like to be employed, with ageism identified as a key barrier to their re-entry into the workforce. With all this in mind, perhaps the games industry should look more closely at this demographic. Older workers bring a wealth of experience, problem-solving skills, and industry knowledge that can be invaluable. Their maturity and stability can also contribute to a positive and productive work environment. And to create a more age-inclusive workplace, games studios could look at implementing some of the following strategies:
• Challenge age stereotypes: Promote a culture of respect and valuing diversity, including age. Educate employees about the benefits of an age-diverse workforce. • Review recruitment and selection processes: Ensure job descriptions accurately reflect the skills and experience required, avoiding age-related language. Implement blind hiring practices to reduce bias.
At Amiqus, we have many resources available to help, so please do get in touch via
liz.prince@
amiqus.com
• Provide ongoing training and development: Offer opportunities to all employees to learn new skills and stay updated with industry trends.
• Create flexible working arrangements: Accommodate the needs of older workers by offering flexible hours, remote work options, or phased retirement programmes.
• Encourage intergenerational collaboration: Introduce mentorship and knowledge sharing between employees of different ages.
• Measure age diversity: Track the age distribution of employees and identify areas for improvement.
If you’d like to read more about how to support older employees, the Empower Up Platform has a whole section on Age – from legal obligations to advice, news and case studies. Empower-Up is a pro bono joint venture between Amiqus and Ukie’s RaiseTheGame and is designed to make the games industry a more diverse and inclusive place. We’d love you to check it out at
empower-up.com.
“While the industry boasts a youthful energy, could it be missing out on the valuable experience and skills of older workers?”
40 | MCV/DEVELOP August/September 2024
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