How can you avoid age bias when seeking a promotion?

Employee relations are critical for fostering a positive work environment and achieving organizational success. Key aspects to consider are: 1. Building Strong Foundations 2. Conflict Resolution Techniques 3. Employee Engagement Strategies 4. Diversity and Inclusion Initiatives 5. Flexibility and Work-Life Balance 6. Continuous Learning and Development

We are what we think - when seeking a promotion it would be important to 'think' you're going to get it without any 'thinking' reference to your age. You want it, you go for it. What are you good at that you know will make you perfect for this promotion? How can your promotion also elevate others? How will the promotion help you share more of you? - Consider all positives, 'feel' the positives and feel how the decisions will be made in your favour. - That's my strategy, try it!

Combater o etarismo é deixar de olhar a idade e anos de experiência e adotar uma vis?o sobre o talento e capacidade de cada um que possa contribuir com a organiza??o. é ter o olhar mais detalhado sobre as habilidades que cada um pode oferecer para a organiza??o no seu momento de vida profissional. A idade deixou de ser um aspecto predominante ao analisar o que é um bom profissional e qual nível de amadurecimento/faixa etária. Estamos diante de uma era de quebra de paradigmas sobre a idade e enquadrar como júnior, pleno e sênior. A empresa e o profissional devem estar alinhados com o seu propósito de vida e se ambos se complementam dentro do processo de aprendizagem e crescimento podemos ter a receita para um trabalho de sucesso mútuo .

Creo que la mejor forma de poder conseguir ese ascenso es mostrando tus logros (resultados objetivos ) y potencial al servicio de la compa?ía... sí, he dicho bien "potencial", porque este concepto no es sólo cosa de los junior. Una persona con cierta edad ha adquirido una experiencia (profesional y vital) que debe trasmitir a otros empleados. Compara tus cualidades con las de aquellos que ya han ascendido (no seas subjetivo) y determina cuales son tus cualidades más valoradas en la empresa y exponlas, ofrécete para formar y ayudar a compa?eros y fórmate en liderazgo para saber como exponer tus fortalezas en el "vocabulario" de tus superiores, y sobre todo, da ejemplo de tu "saber hacer" y convierte un liderazgo informal en un ascenso.

Workers must highlight their skills and team building attributes. Share your enthusiasm for the work and your colleagues. Try to leave off dates when speaking to the interviewer. Express your desire to continue to learn new skills!

Seek a coach who can help you work through the challenge and identify the steps you need to take. This can help you frame your skills and build your confidence

Continuously acquiring new skills and knowledge showcases your adaptability and willingness to grow, irrespective of age. It is also demonstrates that you're proactive in keeping up with industry changes. Actively engaging in certifications, and industry-related courses signals your commitment to staying updated in your field. This investment in your personal development demonstrates a proactive approach to acquiring new skills and knowledge, irrespective of your age. It's a concrete way to showcase your dedication to ongoing growth, countering any potential biases about being stagnant or resistant to change. Moreover, these activities can directly contribute to your qualifications for a promotion by enhancing your expertise and skill set.

Lifelong learning is the only way to understand a world that is changing every day. As an IP lawyer I realize that not only IP law is crucial in my daily activity, but also new skills need to be acquired, such as management or technical skills

Forge connections with colleagues and supervisors of various age groups. Engaging positively with coworkers of different ages showcases your ability to collaborate and learn from diverse perspectives. Offer guidance and mentorship to younger colleagues while also being open to learning from them. This demonstrates your willingness to share knowledge and adapt to new ideas, breaking down stereotypes associated with age. Clearly articulate your ideas and actively listen to others regardless of their age. Effective communication fosters understanding and mutual respect, reinforcing the value you bring to the team beyond any age-related assumptions.

Identify others in similar age groups or communities. Employee Resource Groups may offer a safe space in which to learn as well as gain support.

When seeking a promotion as a mature-age worker, be aware if you experience internalised ageism. This is when a person internalises ageist beliefs and applies them to themselves. According to the Australian Human Rights Commission, the three greatest obstacles HR professionals say they face in recruiting older workers are a lack of applicants (32%), a perception that older workers lack the necessary tech skills (22%) and salary expectations that are too high (20%). So to overcome this age bias - ask yourself how you perceive yourself, what are your career expectations and what image do you project to those around you? Be aware of internal and external perceptions and highlight the RESULTS you achieve to secure that promotion.

It is not easy: however, especially if you work for a company that values seniority over performance. It is not wrong for you to bring up the issue; however, do ensure that you are?a good performer in order to prove them wrong.

Adresssing ageism directly is tough especially as much of it is subconscious and subtle. It's not easy to do as myths are pervasive about age. Remember it may feel very personal but the majority of ageism is not about you!. Sometimes you yourself can second guess yourself- ask yourself would this be ok if instead of age for example it was expressed in terms of any other protected characteristic. If yes, then challenge it. Have courage you are not alone. If you don't have someone in your age group in your organisation, then have a look on LinkedIn - can you connect with others and build a support network for yourself.

La edad sólo es un número, lo que prevalece es la aptitud. La ilusión por crecer personalmente y demostrarte a tí mismo que eres válido aún teniendo ciertas limitaciones.

The language we use to describe ourselves defines our own destiny - turn that into a positive advantage. Something I have seen time and time again is that as we age we can have a tendency to use language that draws attention to the negative stereotypes of aging, rather than the benefits. Eliminate phrases such as "can't teach an old dog new tricks", or "I'm having a senior's moment". Replace with more specific phrases such as with "I love learning new things" or "Let me think it through and get back to you with something well structured".

This question is posed as if the age bias is the fault of the candidate rather than the person who in position to give the promotion. Age should not be a deterrent in the hiring process if the candidate exhibits the attributes necessary for the role. #attitudeoverage

Age related assumptions create the perception that older workers, especially women, lack the stamina, aren’t technically savvy, and want to slow down; they aren’t invested in their careers. But the opposite is often true. It’s the company that is no longer invested in the older employee. Ensure they and you know your value. How does your work contribute to positive business outcomes? How can you help the organisation, your boss, and colleagues succeed? Take the time to self-reflect, understand and be able to articulate your value proposition. Communicate your accomplishments to your manager on a regular basis and keep a journal of your positive results.

The age bias of the hiring manager is ultimately not the responsibility of the candidate. Remember you can control the skills you have, the learning you do and ensuring you have examples of delivery. Focus there. Ultimately its about ensuring you are best placed for a promotion and make the best case you can. If it doesn't happen ask for specific feedback so you are clear on any gaps - then work on those.

If a decision is made by a human, there will always be biases (age, gender, race, orientation, height, weight etc, etc). All we can do is make the best of a situation and present and build on our strengths.