Ageism in the job market is a real issue that affects many individuals over the age of 50, including me!
This form of discrimination can manifest in various ways, including during job search, interviews, promotions, and even layoffs.
1. Job Search: Many older job seekers find it more challenging to get interviews. Some companies, particularly in industries like tech, often prefer younger workers who they perceive to be more up-to-date with the latest technologies and trends.
2. Interviews: Ageism can also be a factor during job interviews. Older candidates may face questions or assumptions about their ability to learn new skills, adapt to new technologies, or work with younger colleagues.
3. Promotions: Ageism can also affect promotions. Some employers may hesitate to promote older workers due to stereotypes that they might retire soon or aren't interested in advancing their careers.
4. Layoffs: Older workers may be targeted during layoffs, under the assumption that they are more expensive to keep on, due to higher salaries or health insurance costs.
5. Stereotypes: There can be assumptions that older workers are less productive, resistant to change, or lacking in technological skills. These stereotypes can significantly impact an older worker's ability to find employment.
To combat ageism, it's essential for job seekers over 50 to maintain and update their skills regularly, demonstrate their willingness to learn and adapt, and emphasize their experience and reliability.
Additionally, legal protections are in place to prevent age discrimination in the workplace, and it may be necessary to take advantage of these laws if one experiences ageism when job seeking.
Ageism can be difficult to prove. What I have begun to do is leave feedback on glass door and many other employer review sites so that job seekers will know that a certain business or organization is biased against persons over 50 (or those of color, or gender bias, or whatever the case may be).
And to potential employers/clients reading this:
50 is the new 30. Give us a chance to prove it.
This form of discrimination can manifest in various ways, including during job search, interviews, promotions, and even layoffs.
1. Job Search: Many older job seekers find it more challenging to get interviews. Some companies, particularly in industries like tech, often prefer younger workers who they perceive to be more up-to-date with the latest technologies and trends.
2. Interviews: Ageism can also be a factor during job interviews. Older candidates may face questions or assumptions about their ability to learn new skills, adapt to new technologies, or work with younger colleagues.
3. Promotions: Ageism can also affect promotions. Some employers may hesitate to promote older workers due to stereotypes that they might retire soon or aren't interested in advancing their careers.
4. Layoffs: Older workers may be targeted during layoffs, under the assumption that they are more expensive to keep on, due to higher salaries or health insurance costs.
5. Stereotypes: There can be assumptions that older workers are less productive, resistant to change, or lacking in technological skills. These stereotypes can significantly impact an older worker's ability to find employment.
To combat ageism, it's essential for job seekers over 50 to maintain and update their skills regularly, demonstrate their willingness to learn and adapt, and emphasize their experience and reliability.
Additionally, legal protections are in place to prevent age discrimination in the workplace, and it may be necessary to take advantage of these laws if one experiences ageism when job seeking.
Ageism can be difficult to prove. What I have begun to do is leave feedback on glass door and many other employer review sites so that job seekers will know that a certain business or organization is biased against persons over 50 (or those of color, or gender bias, or whatever the case may be).
And to potential employers/clients reading this:
50 is the new 30. Give us a chance to prove it.