Age Discrimination And Employment
One of my readers asked me this week for my thoughts on handling age discrimination. While this is a topic I’ve covered in past blogs and articles, (and you can read all my blogs on my website at https://myjobadvice.wordpress.com/ ) I believe there’s value in returning to this subject yet again.
As it applies to the job selection process, the issue of age generally comes up as:
- You’re viewed as too young.
- You’re age isn’t an issue.
- You’re viewed as too old.
My advice begins with doing an honest self-assessment before you even apply to work. Please note the words, ‘honest assessment’. There’s no point to talking about this age issue if you won’t or can’t see yourself through an objective lens. To assess yourself, you’ve got your chronological age which you can’t ignore or alter. Some jobs require by law employees to be of legal age. If you scream discrimination because you’re 16 and can’t get a job as a Driving Instructor or Bartender, there are laws that prohibit hiring you.
Look at yourself. Are you 22 but look and act like you’re 17? Or are you 54 but look and act 68? In other words, think about how you are marketing yourself to potential employers when they see and hear you. Do you have good posture both sitting and standing, walk with energy, speak with vitality and enthusiasm? Conversely, do you slouch, walk slowly and bent over, shuffling along and talk with a raspy, laboured tone and sound completely disinterested?
Think about your appearance. Whatever you’re wearing, is it appropriate for the interview? How’s your hair? What about your complexion? No matter your gender, give your face a critical look because interviewers sure will. Could you do with trimming those busy eyebrows, what about the hairs that might be peeking out of your ears or nose? Not the best image to present but in the privacy of your own home, you can do something about these before presenting yourself to the world. Maybe a little concealer or foundation – no matter your gender by the way, would smooth out some telling lines.
One thing you must do is understand and BELIEVE your age to be an asset or strength. If you don’t, you’ll actually say damaging things about yourself that point to your age as a liability. If you think you’re too young, you’ll say, “I know I don’t have much experience but…”. If you feel old, you’ll say, “Of course that was when computers were just coming out and …” Yikes!
If I may, wherever you are – young or old, get in sync with the general pros and cons of people your age – AS SEEN BY EMPLOYERS. Here’s a sampling:
Young
Pros: energetic, healthy, eager and quick to learn, technically savvy, recently educated, mobile, vitality, no bad work habits from other employers, potentially long work period
Cons: lack of experience (work and life), less committed and loyal, underdeveloped work ethics, punctuality (especially early mornings), easily distracted (cell phones), childcare
Old
Pros: life and work experience, problem-solving and negotiation skills, perspective, stable, committed, beyond childcare, responsible and punctual
Cons: set in ways, you graduated when?, failing health, fatigued easily, less invested, not into technology or social media, stubborn, retirement looming
Don’t get defensive if you don’t think that summary is fair of you personally; these are stereotypes of two groups as seen by some employers. They are what they are. Your job is to stress your positives and perhaps even address head-on how you don’t have the perceived liabilities of your peers.
The best way to deal with the issue of age however is to turn your age into a benefit to the employer. So for example, you walk through the office on the way to the interview room and from a glance around you notice every employee seems to be under 35. You realize you’re old enough to be their mother or father or worse, you could end up with the affectionate name of ‘Grandpa’ or ‘Grandma’ around the water cooler. Oh right, water coolers disappeared in the 90’s!
If things seem to be wrapping up too quickly and you feel somewhat dismissed because of your age, you worry that you this interviewer might see you as a poor fit, out-of-touch, etc. So it’s not really your age that’s a problem, it’s what that age represents to them.
So go on the offensive without being offensive. Do the exact opposite of conventional advice and lay out your age. Explain that you noticed the general age of your potential co-workers would appear younger and you’ve recognized there’s an opportunity here for both you and the organization. Many customers prefer to be served by people of their own age; they feel better understood. While you can benefit from the help of your new co-workers in picking up technology, you offer in return your maturity, stability, life experience and this could help mentor younger and aspiring co-workers. Speak to your good health and downplay any negatives associated with your general age group.
In the end, you can only do your best to ensure you’re giving yourself the best possible shot at a job and you’re doing what you can to avoid being negatively viewed because of your age – young or old. If you can’t convince them of yourself as an asset, it might not even be your age that’s the issue. Don’t jump to age discrimination if you don’t meet the job requirements or just aren’t the chosen candidate as there’s a lot of good, qualified people out there.