Ageism in the workplace is an ugly truth, not to mention, it can destroy a person’s career and damage their self-esteem. It’s just not pretty at all.
No life is not fair, and ageism definitely works both ways for the experienced and ones just starting out.
According to Axiox from Sep 2, 2023 -Economy Post,
“Ageism is the last acceptable ‘ism,'” says Carly Roszkowski, VP of financial resilience programming at AARP.
- More than 40% of workers over the age of 40 say they’ve experienced age discrimination at work in the last three years, according to a recent AARP survey.
- And nearly 40% cite ageism as their top concern when trying to look for work.
- Employers admit that they’re looking for younger talent, per ZipRecruiter data: 47% say they’re worried about older workers’ tech skills and 25% say they’d pick a 30-year-old over a 60-year-old if both candidates were equally qualified.
So How Do You Fight Against It?
You pay attention. Ageism in the workplace is not a secret, people just sit back and hope it doesn’t happen to them. But in reality, it happens to all of us at one point or another in our careers.
From the young graduates just starting out, to the much more experienced worker over the age of 40.
Let me ask you this? Would you hire Warren Buffet or want him as a coworker? Absolutely you would! Ageism for Warren Buffet is not the first thing that comes to mind, is it. Money comes to mind when we think of Warren Buffet. Right?
So how do we pay attention more and fight ageism in the workplace? Let’s look at a few things first.
Recruitment Process: Ageism Present
During the interview process you should be excited and prepared to wow everyone you get a chance to talk to during the interview.
But what we see more often than not, is the inexperienced recruiter making assumptions or the hiring managers doing the same.
Listen, I’ve been around long enough to know that we all have to start somewhere. However, there is a reason sometimes we see the same jobs come open all the time.
Interview Ageism
Recruiters and hiring managers ASSUME. You can almost tell how a company is ran by their recruiting process.
Assumptions should be left at the door during an interview. Minds should be open.
If you have an excellent candidate (overqualified) let them, make the decision whether to take a job or move forward through the interview process. Don’t make an assumption about a candidate until you have asked all the questions.
However, assumptions are made all the time. I suggest you listen and take control of your answers, reframe the questions in your favor. And make sure you eliminate doubts upfront.
Let’s look deeper into the ageism interview process.
- Biased Interview Questions: Recruiters may ask questions that subtly or directly imply age-related stereotypes. For instance, they might inquire about long-term career plans or retirement intentions, assuming that older candidates are less committed or have limited time left in their careers.
- Tech Proficiency Assumptions: Recruiters may assume that older candidates are less proficient with technology, asking questions or making comments that suggest a lack of familiarity with digital tools or platforms essential for the job.
- Overlooking Experience: Recruiters may prioritize youthful attributes or cultural fit over relevant experience and qualifications. They might express concerns about a candidate’s ability to “fit in” with a younger team or adapt to a fast-paced work environment, disregarding the wealth of knowledge and expertise older candidates bring to the table.
- Ignoring Accomplishments: Recruiters may downplay or overlook the achievements and successes of older candidates, focusing instead on recent accomplishments or trends in the industry. This can diminish the value of a candidate’s extensive experience and contributions over the years.
- Age-Related Comments: Recruiters may make age-related comments or jokes during the interview process, such as remarking on a candidate’s appearance or making references to generational stereotypes. These comments can create a hostile or uncomfortable environment for older candidates.
- Assumptions About Career Trajectory: Recruiters may make assumptions about an older candidate’s career trajectory, assuming that they are looking for a “slowing down” or “winding down” role rather than seeking opportunities for growth and advancement.
- Offering Lower Salary: Recruiters may offer lower salary packages to older candidates based on assumptions about their financial needs or willingness to accept lower compensation. This can perpetuate wage disparities and undervalue the experience and skills of older workers.
- Bias in Feedback: Recruiters may provide biased feedback or evaluations based on age-related stereotypes, attributing perceived shortcomings or weaknesses to the candidate’s age rather than considering their qualifications and performance objectively.
How to Fight and Win Ageism During the Interview Process
Listening and taking control of your answers and reframing questions in your favor. You will probably not get the opportunity to do this often, so be mindful and aware. Also, look at this as a teaching moment.
Your age has nothing to do with it, for example, since the age of 5 my dad has been working on cars, trucks, and trackers. Our experiences will always go from novice to expert if we stick with something long enough.
Ageism Question in Action
Recruiter asked: “Do you think you’ll be able to keep up with the fast-paced environment of our team, considering your experience?”
Clearly an ageism question, and a potentially risky ADA question as well.
Response: “I appreciate your inquiry about the pace of the work environment. Throughout my career, I’ve consistently demonstrated my ability to excel in dynamic settings. For example, in my previous role at [Company Name], I was responsible for [specific project or task] where I not only met tight deadlines but also proactively identified opportunities for process improvement to streamline workflow. Additionally, I make it a priority to stay updated with industry trends and advancements through continuous learning and professional development initiatives. I’m confident that my experience and adaptability make me well-equipped to thrive in a fast-paced team environment.”
You are calling it out, without calling it out in the beginning, you just have to be aware it’s happening so you can respond appropriately.
Let’s see ageism in the workplace.
The Ugly Truth of Ageism in Action
Most of us want to make a difference in the world, and through our work experience we can do this. However, whether young or a bit older a shift occurs in our careers and the way our employer sees us.
Whether it’s through the hiring process at the beginning, limiting paying for additional professional training, seeing the older employer as “outdated” or “not in touch”. Limited promotions. It’s ugly out there.
The employer may just want a younger and more vibrant person in the role for no reason. Retirement pressures?
There are many reasons ageism is prevalent in the workplace, and it’s hurting experienced workers and preventing others. We all have much to contribute at every stage in our lives.
Fight and Win Against Ageism in the Workplace?
What can we do. We can ADVOCATE.
- Advocate for Inclusive Hiring Practices
- Combat Stereotypes
- Encourage Networking and Mentorship
- Advocate for Policy Changes
- Empower Individuals to Speak Up
- Promote Age-Inclusive Leadership
Final Thoughts and Words of Encouragement
Personally, I have no desire to retire. Actually, I don’t even like the word retirement. I have so much to offer and want to always be a part of this creative journey. What about you?
Look at it this way.
In the face of ageism in the workplace, it’s crucial to remember that your value and worth are not determined by your age. NEVER.
Each of us brings unique skills, experiences, and perspectives to the table, regardless of our stage in life.
While navigating challenges and biases may be daunting, it’s essential to stay resilient and focused on your goals. Embrace your strengths, advocate for yourself, and seek out allies who value diversity and inclusion.
Remember that change begins with awareness and action, and by standing up against ageism, we can create workplaces where every individual is respected and empowered to thrive.
Sometimes we just have to make noise to make change.
Keep pushing forward, stay true to yourself, and never underestimate the impact of your voice and contributions. You are capable, valuable, and deserving of success at every stage of your career journey.
We’ll chat soon,
