Are Your Job Postings Ageist? Tips on making them more age-friendly

Are your job postings ageist?

In a workshop I conducted for a global company on Friday, a participant raised this question:

Are job postings that ask for "early career professionals" ageist?

And the short answer is yes, they are. AND...

Employers posting those kinds of ads are ignoring demographic reality and the benefits of age-diverse teams.

When I see job postings like that, I tend to think that the employer or recruiter is missing the fundamental demographic change that is going on in the world, as these charts from the U.S. Bureau of Labor Statistics and the U.S. Census Bureau indicate.

In short, as a result of longer and for the most part, healthier lives, longevity has increased, as has the desire for older adults to continue in the workforce. Ignoring that fact will lead companies to face serious challenges in filling their talent pipelines; today in the U.S., there are two unfilled jobs for every person looking for one.

And as I've previously written, employers who ignore or actively push out older adults as part of their workforce are missing out on the benefits of older workers and intergenerational teams.

Research shows that ageist language in job ads does discourage older workers from applying for those jobs, and depending on the language used, may also subject you to workplace age discrimination complaints .

What are examples of ageist job postings?

Asking for "digital natives"

By definition, older adults can't be digital natives . But does that mean that we haven't or can't learn whatever tech or digital skills are required for a job? Of course not. We're digital immigrants, many of us early adopters of tech, and some of course the inventors of the systems used today.

2. Using references that suggest a preference for younger applicants

While most employers would not risk running afoul of age discrimination laws by saying something explicit like "only applicants under age 30 will be considered", it is astounding to me that people still use terms like:

• Early career professional
• No more than xx years of experience
• Young and energetic
• Recent college grad
• A fit with our young, dynamic culture

All of these are code words for "younger", deter older applicants and have no place in ads.

3. Showing only images of younger people in job postings and on company websites

Enough said!

Some tips of what you can do instead of using ageist language and images

1. Instead of asking for "digital natives", use skills-based hiring.

Instead of making assumptions based on ageist stereotypes that someone may or may not possess a certain skills, identify the specific skills that you'd like an applicant to have and ask for certifications or other proof of the skills.

2. Instead of "recent grad" or "early career professional", be explicit that you are seeking applications from people of all ages, from early career to experienced.

We loved it when Team Multiverse LLC made a bold declaration last month that they were dropping their age requirements and "inviting people of all ages to our apprenticeships." In their media release, they went on to say:

We’re opening our entry-level apprenticeships to people of any age for the first time: enabling people in their 30s, 40s and 50s to restart their career, change direction, or even enter the workforce for the first time.

It's a move that smart companies will make if they want to leverage the benefits of the longevity economy.

3. Ensure that not only your job posting, but also your website and other online presence show a diversity of ages.

When I started Changing the Narrative, a leading anti-ageism initiative in 2018, I was looking for co-working space close to my home in Denver. One looked perfect: literally 5 minutes from my house. Until I dove into their website, which said and showed in all its imagery: "For millennials by millennials."

Since I was starting an anti-ageism campaign, I decided to overlook the convenience and found another space instead, but not before sharing my thoughts with the owners, who were clearly perplexed and said: "But old people can rent space here too." Did I feel included? Uh, I'll let you guess.

Make sure that your images reflect what is hopefully the age diversity within your organization.

What tips do you have? Put them in the comments below.

? Janine Vanderburg, 2024.

If you'd like to receive my weekly newsletter (once/week on Tuesdays, unless I'm on vacation), click the subscribe button.