Ageism is killing careers - how to save yours.
Think about this:?
A 20-year-old is overlooked for a job position because they “don’t have enough experience.”?
A 50-year-old is overlooked for a job because they “might not fit the company culture.”
Both face rejection. The reason? Not their skills, their age.
That’s ageism, and it’s alive and causing havoc in the job market.?
What is ageism??
As job seekers, you know how incredibly frustrating and soul-destroying it is to receive a rejection.?
Now, what if that rejection happened simply because of a number, like your age?
It’s more common than you may think.?
Ageism is unfairly judging or treating someone differently just because of their age, often assuming they’re “too old” or “too young” for a role or opportunity.
It’s based on perception - on assumption - instead of the individual person’s capabilities.??
How big is this problem?
We asked over 700 of The Hub ’s community for their feedback on ageism.
59% claimed ageism has a negative impact in the workplace.?
Age Without Limits also reports that 50% of people aged over 50 in England experienced age discrimination in the last year.
They also reveal that ageism is the most widespread form of discrimination in the UK.?
We call it an epidemic, and it’s costing people opportunities and livelihoods.?
How ageism poisons the workforce
Ageism in hiring and promotion limits a company’s potential.
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Ageism is like cutting off a tree's strongest branches and expecting it to flourish. It’s illogical.?
When a company overlooks or pushes out older employees, it loses seasoned professionals who often excel in crisis management, relationship-building, and strategic planning - skills that take years to develop.?
Ageism can also result in a workplace culture where people feel their careers have an expiration date.?
This leads to a decline in morale, increased turnover, and disengagement.?
But ageism exists both ways, too.?
Ageism against younger applicants stifles fresh perspectives.?
When companies assume that younger candidates lack the necessary experience or maturity, they miss out on diverse viewpoints and the latest skills and knowledge that younger workers often bring.
This bias can also create a stagnant work culture, with fewer opportunities for knowledge exchange and mentorship.?
With ageism, everyone loses.?
So, how do I tackle ageism??
There are steps you can take to show employers you’re just as relevant as ever:
Make your voice heard
If ageism has impacted your job search, you’re not alone - and we want to hear your story.?
Hit reply and share your experience with us. Or, tag us on LinkedIn.?
Let’s work towards a level playing field for every age.
Regards,
The Hub Team
?? Strategic Business Change Project Manager ?? Transforms Organisations to Be Efficient, Effective, High Performing, and Sustainable ?? People-centric Change Leadership ?? Unicorn Lover ?? Travel Junkie ?? Proud Mama
3 天前For those of use who have a 'long' career history, I'd also suggest 'cutting down' listing all the job roles you have had and only focus on the last 10-15 years depending on the types of roles you are applying for. ?? ?? ?? ??
Just do what is right accordingly.
3 天前my friend what you sow is what you reap. in a not so distant time believe me unless you died young that will be your only escape against being discriminated by age. it won't be long. it will be your turn.
Lead User Experience Designer
5 天前The young mind is full of creativity, the old mind if full of vision, they should hire people in pairs, or in bigger-sized groups, read Alchemy of Rory Sutherland to understand the concept.
Administrative at Piedmont
1 周Very informative
Remote Only w some travel > In search of Sr Project Mgr, Employee Experience Mgr, Organizational Culture positions. Am an Employee Culture and Engagement Advocate
1 周Companies should really be held accountable for discriminating. I’m currently looking for a job, but can’t even get an interview. It’s extremely frustrating, especially when you get contacted for potential job opportunities but many of them are scams or from recruiters who aren’t even U.S.-based.