For most of my career, I have been fortunate not to have faced discrimination. I have worked for and with some truly inspirational people and organizations. I have acquired a broad spectrum of skills, experiences, and learned behaviors for success, and have thrived and been successful. I always believed all of this would continue now and into the future.
I was wrong.
Finding myself unemployed not once, but twice, in my fifties exposed me to a form of discrimination I knew existed but was completely unprepared for. I know and appreciate the discrimination I have encountered pales in comparison to the daily systematic discrimination faced by people of color, first nations people, members of the LGBTQ+ communities, people experiencing homelessness, and others. It is real though, and it is something that seems to transcend and affect all demographics and backgrounds; it is age discrimination.
Ageism is so widespread that many organizations engage in its practice without a second thought. It is a formidable obstacle for anyone who finds themselves looking for a job or changing careers in the latter third of their working lives.
Some ageism is very subtle. I have read many online or trade publication stories about “The Best Minds Under 30 or 40,” with the implication that the best innovators and creators are that age or younger. Who has seen any of these articles about the contributions made by people older than forty, fifty, or even sixty?
Other ageism is much more overt. I am aware of organizations having unwritten but understood instructions to purposely not hire anyone over forty, despite their qualifications.
Why?
Some of the reasons are the same as what drives other forms of discrimination, myths, misconceptions, ignorance, lack of education, lack of critical thinking, and bias.
Some of the myths I have encountered include the belief older people are too rigid, they don’t adapt to new technology, they are over-qualified and will not want to work for what the organization can pay, they are slow (physically), they aren’t innovative, and so on. Piling onto this is the belief that younger workers are more vigorous, they will work for less, they are more adaptable, they embrace change better and faster, and so on as well. The reality is that some of these statements are true for younger and older people but is it impossible to paint everyone with the same brush. Some people, regardless of age, are more reliable, have tremendous work ethics, can be innovative, creative, and make contributions; and, unfortunately, too many older people, like me, who still have plenty of “gas in the tank” are shunted to the sidelines.
As the manager of one of the most successful furniture stores in the country, I was skilled in all aspects of running a business, from human resources to marketing, logistics, customer service, and planning; I never thought I would be looking for a fresh start in my fifties. But It happened, as it has happened to many other people. Everyone encounters the anger and resentment of losing their livelihood, they feel the fear of what could happen to themselves and their family, they feel injustice, real or imagined about “why me?” In the end; however, everyone does the best they can to overcome those feelings to survive, but the obstacles and pathway is steep.
According to my references, I was a great candidate for any one of the dozens of jobs I applied for, but yet I wasn’t getting any callback’s. I had the skills, experience, and an above-average work ethic as well as more than twenty possible references, but nobody was calling. Having made presentations to different age groups about finding and keeping a job for students, older workers, and everyone in between as a volunteer, I realized I needed help and sought out advice about what I was doing wrong.
I started to become aware of ageism when a local employment advisor told me to eliminate more than half of my experiences as well as many date references as possible. Especially the year when I graduated from university. She said that although it is illegal, many employers consciously or subconsciously eliminate candidates who they perceive to be “too old” or “overqualified”. She explained the myths and misconceptions outlined above. She said it was completely unfair, but it was a reality.
Like many people in the workforce, I wanted to upgrade my skills and registered for a very intensive three-month preparatory course for a Project Management Professional (PMP) certification. When I called to get the transcript of my university degree for the qualifying criteria, I was asked when I graduated. When I said 1988, the registrar was surprised and asked me to repeat the date because she thought I said 1988. I was in fact the oldest person doing the course, which I graduated from. I am sure the other students in the class were not questioned about their graduation date.
Despite having worked as a computer programmer earlier in my career (which is not on my resume), ever since I turned fifty, different supervisors and business owners have questioned my ability to learn new software systems despite not asking younger co-workers the same question and despite me having extensive experience leading change, including implementing new software systems as the project manager.
What has surprised me so much about ageism is the simple fact that so many older people are passed by who could bring so many special skills, behaviors, and attitudes to organizations crying out for help. At one point, I had hired a dozen former business owners to work for our store, they brought skills and lessons earned from a lifetime of adversity that helped build the foundation of the success we enjoyed. Our most successful salesperson for more than fourteen consecutive years didn’t start working for us until he was sixty-five. We believed life experiences were incredibly valuable. We also had many staffers in their twenties and early thirties that benefited from these older people who willingly shared their experiences and lessons.
Mentally the effects of ageism take their toll on older workers. In my case, I was conditioned to solve problems, develop people, and build systems and processes; I found that if an organization does take a chance on an “experienced” person, it is not uncommon to be told “to stay in your lane,” or to “stop asking questions,” because some managers feel threatened. Too often organizations can be stifled when they believe the way “they have always done things” is the best and only way without ever considering the world is so much bigger and full of new, better, and different ways of doing things.
I must caution everyone to remember diplomacy and tact have a role to play, and I will admit that I could be better at these two things. Nonetheless, leaders and managers will grow their competitive advantages by seeking out different opinions and people who challenge conventional wisdom.
As an older worker, I am aware of ageism; however, to overcome the barrier and discrimination, I am striving to prove myself valuable every single day, just like I did when I was twenty-five. I admit I get frustrated when bypassed for my opinion or solutions I know I can help with. I miss being part of an inner circle; however, I am trying to be a useful support person, much like how some former athletes extend their careers by becoming journeyman role players.
I still plan on working for almost another decade, like my friend and co-worker, who joined our organization at sixty-five and worked another fourteen years, who knows what is possible when organizations dismiss ageism and only look at contribution.
What can someone or the collective “us” do?
First, acknowledge ageism is real, awareness is the first step in overcoming it. Next look at our own biases, not only for older applicants, but younger ones too, and anyone else who may be a victim of discrimination. Don’t judge and/or make assumptions. Don’t allow your blind spots to hide people of any age who can help you and your organization grow. Let skills, experience, and behavior be the basis of determination rather than a date on a birth certificate.
I know not everyone has been as lucky as I have been. I know the trauma and frustration people face each day and the barriers so many people face, simply to survive. Collectively we can each make a difference, especially if we can put ageism in the past.
Good luck,
Paul.