HOW ONE OCTOGENARIAN FACED THE AGE EQUITY CHALLENGE

Meet my friend and neighbor, Marlene. She is celebrating her third year at Bengtson Pumpkin Farm, a popular destination in the Chicago suburbs. You might wonder what is so noteworthy about that. Marlene is 82. Going on 22.

Her motivation for re-joining the workforce was simple. Each time she drove past the farm in late summer, the “We’re Hiring” posters kept beckoning her. The opportunity matched her criteria for the job: close to home,?flexible schedule with the potential to have some fun. Hmmm..not so dissimilar to worker’s expectations today.

So, off she went to her first interview in over 20 years. Marlene is positive, a risk-taker, and incredibly gregarious. However, she did have a moment of trepidation and considered turning the car around as she approached the parking lot. Could she really handle this job at her age? Would she be okay if they didn’t make her an offer?

Marlene marched up to the outdoor picnic table where the interview was conducted and had a delightful exchange with the Gen Z hiring manager. According to Zippia, the average age of hiring managers in the US is 44. A significant age difference could certainly be daunting for a “senior” job candidate. However, she approached the interviewer without judgment, adapted to her environment, and turned the meeting into a conversation. Job seekers half her age struggle to accomplish this feat. ?

Bias cuts both ways and Marlene initially found herself surprised at the shared values held with her younger co-workers; they were industrious, respectful, and friendly. She also acknowledged and appreciated the difference in their ability to learn faster than she could. Conversely, they were impressed by her energy as she managed the photo booth, taking up to 500 shots a day and working 30 hours a week. Positive workplaces happen when we celebrate what makes us unique and acknowledge age as an asset, not a liability.

Identify, articulate, and exploit transferrable skills at all stages of your career and demonstrate your relevancy. Marlene was a single mother of two, a registered nurse, and pivoted to a sales role to cover the bills. Her natural empathy, strong communication skills, drive, and intelligence led her to a successful career as one of the select female sales reps in a packaging firm. She fought for gender equity then and firmly believes she deserves age equity now. ???????

Affinity goes a long way when considering equity and developing relationships blurs the age gaps. I visited the pumpkin farm and was struck by an exchange between Marlene and a few of her young co-workers. The dynamic was extraordinary in its ordinariness. They knew her and liked her because she showed a genuine interest in them. The conversation flowed naturally. It’s a simple but elegant solution to breaking down barriers.

Did the labor shortage play in her favor? Probably. But she has staying power and was promoted the second year. I noticed several of the ride operators at the farm were “senior” staff who seemed genuinely excited to be there. Great for employee engagement and even better for the customer experience. Age equity only works when employers see its value. Bengtson’s DEI practices serve as a beacon of hope.

A healthy outlook and intellectual curiosity matter at any age. Marlene is physically fit, has a great smile, and a sense of humor, is a voracious reader, and keeps current with world events. She’s upwardly mobile and is already contemplating what job she’ll take on next season. I want to be like Marlene when I grow down. #age equity alliance #DEI