Breaking Through Bias

It’s a strange moment when you wake up one day, glance in the mirror, and see a 60-something professional staring back.

The silver streaks and the etched lines of experience — what you proudly call badges of wisdom — can sometimes feel like liabilities in a world that glorifies 'youthful energy.' It’s enough to make you wonder: Do I still matter in my industry? Am I still relevant?

Ageism isn’t just a concept; it’s a reality. Younger recruiters, armed with algorithms and tech-centric checklists, often see the years on your résumé as a hurdle rather than an asset.

Some may even hesitate to advocate for a seasoned professional who’s not only "been there, done that," but solved it twice — choosing instead to back a younger, less experienced candidate to avoid being judged themselves.

Here’s the truth: You absolutely have relevance. In fact, your value lies in what younger professionals can’t replicate — experience, resilience, and a depth of knowledge that only time can provide (at least, that’s what I tell myself). These qualities aren’t outdated; they’re essential in a world that often needs a steady hand.

The challenge, of course, is repositioning yourself to ensure others see your value. You’ve witnessed the rise and fall of trends, weathered economic downturns, and navigated industry shifts. That’s a reservoir of insight that can’t be Googled.

Invest in staying relevant. Upskill where needed — whether it’s mastering new technologies, understanding emerging markets, or brushing up on soft skills like emotional intelligence and cross-generational collaboration.

Finally, be open to reverse mentoring. Collaboration between generations works both ways. Share your wisdom but learning from younger peers.

Relevance isn’t just about what the industry sees in you; hopefully it’s about what you see in yourself.

Your value isn’t diminished by age; it’s amplified by it. Industries don’t just need innovation—they need guidance, wisdom, and perspective.

Yet, in an era that prides itself on celebrating diversity and equality, it’s hard to have faith that this message will resonate — especially when many are quick to assume that the issue lies elsewhere and not within their own hiring practices.