THEY say age is just a number - but that may be not so when you are seeking to further your career.

According to research by ADP, part of the largest comprehensive global provider of cloud-based Human Capital Management (HCM) solutions, a fifth of employees name age as their biggest obstacle followed by favouritism, lack of current opportunities with current employer, qualifications and family needs.

Age is a particularly cited obstacle in the Netherlands, Switzerland and the UK and the issue increases as workers get older with 46 per cent of over-55s and 27 per cent of those aged 45 to 54 feeling this way.

This situation may reflect the increasing generational diversity of the workforce.

Advancing technologies and more significant age differences in the workforce are likely to be isolating older workers, who may feel outdated by a younger, tech-ready generation.

A third of employees feel that their company doesn’t support their career development.

This figure increases with age, perhaps again reflecting the position of older workers in the workplace.

While 79% of 16-24-year-olds think their employer is very interested in their development, just over 60% of those older than 45 feel this way.

At the same time, a third of employees say that the most important area where they would like support from HR teams is in providing training opportunities. The findings suggest that businesses and HR teams need to revisit how they support different demographics within their workforce to make sure that everyone receives the same level of support.

This is particularly important when considering career progression and training, ensuring that all employees have the skills to succeed.

Some workers cited a lack of opportunities with their current employer as the biggest obstacle to career progression, particularly those in in Wales, Northern Ireland and the North West.

Annabel Jones, HR Director at ADP UK, says “If employees feel there are barriers between them and their career goals that are outside of their control, it can be disheartening.

“In order to have a properly engaged and committed workforce, employers must ensure all employees are treated fairly and receive the support and recognition they deserve.

“Similarly, organisations need to address any generational concerns felt by employees to benefit from the value that diverse age and experience levels bring to the workplace.”

Bradford businesswoman Terry King, who is involved with Chapter 3 Enterprise - a community interest company working in the mature enterprise sector supporting the needs and aspirations of older people, says: “I have had experience of it myself in my working life from both ends.”

Terry is referring to the fact that older workers can sometimes hamper their own progress. Some older workers think they don’t need career development, but Terry is also aware that there is sometimes less training expenditure for older workers compared to their younger counterparts.

“I think it is a double-edged thing,” says Terry.

“What is really annoying is all the solutions are out there; we know if you give people part-time, if you give them mentoring and other responsibilities, it re-invigorates them,” says Terry.