Age Bias: The Unspoken Barrier in Career Advancement

“Age is an issue of mind over matter. If you don't mind, it doesn't matter.” —Mark Twain

This quote by Mark Twain might make you smile, but ageism in the workplace is no joke. Many hiring managers and HR professionals will claim there's no ageism in their companies, but the reality isn't so simple. While age discrimination is legally wrong, it's still surprisingly common.

Ageism: What’s Really Going On

Age discrimination in the workplace can be subtle or obvious, but it's almost always harmful.

• If you’re 51, do they think you’re out of touch with current industry trends?
• At 59, do they see you as less adaptable compared to a 28-year-old?
• Are they hesitant to invest in your training because you’re 53?
• Or maybe you're 24 and ambitious, and they worry you'll leave for a better offer.

These concerns aren't just annoying—they're discriminatory.

The Different Faces of Ageism

Ageism manifests in several ways:

Hiring Practices

• A lot of recruiters and HR departments tend to prefer younger applicants, often using ageist terms like "digital native," "tech-savvy," or "high-potential" in job descriptions. These words subtly exclude older candidates and create a biased hiring environment.

On-the-Job Treatment

• Older workers frequently face discrimination and harassment. They are often passed over for professional development opportunities, promotions, and challenging assignments. They might also end up with an unfair share of boring tasks.

Firing, Layoffs, and Retirement

• Older employees are often the first to go during downsizing or restructuring. Employers might push them into early retirement, believing their tenure and contributions are limited.

Signs of Age Discrimination

Here are some indicators of age discrimination that can affect both older and younger employees:

• Learning opportunities offered to younger employees, not older ones.
• Younger employees missing leadership roles due to perceived inexperience.
• Older employees labeled "overqualified," getting fewer job offers.
• Younger employees earning less than older colleagues for similar roles.
• Younger employees subject to longer "trial periods" than older ones.
• Older employees assumed to be less adaptable to new technologies.
• Younger employees targeted for layoffs due to lower severance costs.
• Older employees not considered for fast-paced, innovative projects.
• Assuming younger employees don't need family time off due to not having kids.
• Negative remarks about age, whether joking or serious.
• Employees being passed over for raises and promotions.

Real-Life Stories of Ageism

Ageism is not just theoretical; it’s painfully real for many:

1. Georgia, in her mid-40s, was passed over for a promotion in favour of a younger, less experienced colleague because the company wanted a "fresh perspective."
2. Anne-Marie, in her late 50s, was laid off under the excuse of "restructuring," only to be replaced by someone significantly younger.
3. Connor, who was called "overqualified" for a job even though his experience and skills matching the job requirements perfectly.
4. Fabrizio, a 29-year-old manager, was consistently overlooked for leadership roles in favour of older, less experienced candidates.

Supporting Data

Here's what the data says:

• Older job applicants are less likely to be hired and less likely to receive training once employed.
• 1 in 3 people aged over 50 believe they have been turned down for a job because of their age.
• 1 in 5 employers believe that age discrimination occurs within their organisation (source: Age Without Limits, UK 2024).

Moving Forward

Age discrimination is still very much a reality in today's workplace. Studies show that employees aged 50 and over are more likely to be laid off during tough economic times and face longer periods of unemployment.

Employers should focus on inclusive recruitment, opportunities for all ages, mid-life career reviews, flexible working, and support for carers and those going through menopause. Providing this kind of support helps create a work culture where everyone can thrive.

Share Your Story to Help Fight Ageism

Ageism, whether it's subtle or obvious, hurts both employees and organisations. It's time to recognise it and take steps to fight it. Everyone, no matter their age, deserves a fair shot at growth and opportunities at work.

If you're dealing with ageism, share your story and seek support. Remember—speaking up can help build a future where age is just a number and everyone gets a seat at the table.

Final Tip: How to Streamline Your Resume if You Have Extensive Experience?

Focus on the past 15 years of your employment history and skip older skills and achievements unless they're highly relevant.

1. Highlight recent accomplishments and quantifiable results to showcase your value.
2. Use an ATS-friendly resume format with clear headings and bullet points for readability.
3. Tailor your resume to each job by aligning your experience with the job description.
4. Remove dates from education and early career positions to avoid age assumptions.
5. Leverage LinkedIn to provide a more comprehensive view of your expertise.
6. Keep your resume to 2 pages maximum to maintain hiring manager’s interest.

Speaking of resumes, I've created a step-by-step guide on how to upgrade your CV/Resume, so it stands out to hiring managers and ATS (Applicant Tracking Systems, those CV filters).

And because many job seekers get auto-rejected if their CV doesn't pass ATS filters, I've also designed a CV Word template that's easy to adjust for any role or industry.

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Renata