Ageism alive and well in today’s job market

Hey there, time traveller!
This article was published 28/04/2018 (2734 days ago), so information in it may no longer be current.

I recently attended a hugely successful dinner event celebrating human resource professionals and their accomplishments. It was nice to learn about the many personal achievements as well as those developed on behalf of various organizations.

The crowd was young, energetic and vibrant with hardly a grey hair to be seen.

When I sat back and reflected, I realized how far the human resource profession had actually come. Years ago, companies with 300 to 400 staff simply had a payroll officer rather than a human resource manager.

Today, it is very common for organizations as small as 50 employees to have a qualified human resource manager.

The profession has also evolved in that much of the work done by human resource professionals is referred to as organizational development.

This consists of helping organizations change, training leaders and dealing with employee-related challenges.

Growth, change and maximizing one’s workforce is what human resources is all about.

However, earlier in the day, I had been speaking to a highly experienced gentleman who had recently been transitioned out of his fast-paced general manager role. He was extremely discouraged at his lack of success in landing a new job and wondered aloud if ageism was alive and well in our society.

With all the focus on diversity and multiple generations in the workplace as a key to organizational success, I was disappointed to hear this gentleman’s assessment of our modern workplace.

Could it really be true? So, off I went to do a bit of investigation.

It didn’t take me long to find documented research that suggests ageism is a reality with many job seekers, especially with those between ages 55-64 requiring up to two years to find an equivalent job.

According to multiple surveys and research studies, this challenge is the result of a definite but unconscious bias and prejudice against older workers, especially in the areas of skills, energy, mental acuity, health concerns and flexibility.

And, although some surveys use the framework of age 55-64, other surveys found that discrimination was often experienced as early as age 45.

Unfortunately, and I hate to admit it, there does seem to be evidence that ageism is alive and well in our workplaces.

Barbara Jaworski, a well-known specialist on baby boomers in the workplace and author of two books on mature workers, suggests that ageism is the last area of workplace discrimination that still needs to be addressed.

Still, at the same time, many organizations are doing something about this dilemma besides ensuring everyone is fully aware of the discrimination policies in place.

In fact, many organizations are working hard at encouraging their older employees to stay on while some are luring their retired workers back for short-term contracts. Those who appreciate the value of their older workers offer opportunities for flexible hours, working at home and/or long-term opportunities to coach and/or mentor younger workers.

But, what about the other side of the equation… the older job candidate?

What are some of the strategies that might bring about more rapid success?

The following are a few suggestions that I have seen to be effective.

Banish negative attitudes. In my view, it is especially important to avoid focusing on your age as a detriment to employment.

Overthinking this issue and feeling bad about it can lead to depression and, whether you realize it or not, potential employers can sense this negative attitude a mile away.

Do something every day to ensure you have a strong, positive attitude. Confidence is the key. Think “age-neutral.”

Know your skills. Most individuals with years of experience just go ahead and do what they are good at without thinking much about it.

The problem is, they have never sat down and really looked at what they are good at.

Take time to do an intensive skills assessment. Summarize, categorize and prioritize these skills. At the end of this exercise, you will know what skills you have to offer and the confidence to talk about them.

Be technology savvy. Prior to an interview, try to determine the nature of the technology resources being used by the potential employer.

Assess your own skills and savvy with the latest consumer technology as well as commercial products and services.

Know your leadership style. Gone are the days of top/down, do as I say leadership.

Coaching and teamwork are in. Today’s leaders are very self-aware and have had solid training in a coaching style of leadership.

Be prepared to discuss your leadership style in your interview and be sure to determine if there is a match. Provide broad-based responses with good examples of your achievements.

Sell adaptability. No matter which way you look at it, a job interview is a marketing opportunity through which you can sell your talents and experience.

Focus your attention on the areas where bias can occur. For instance, market your flexibility, your interest and accomplishments in learning new things and your success in developing teams. Focus on recent accomplishments.

Keep credentials current. Unfortunately, many older workers also often have older credentials that have not been upgraded.

Take time to examine your credentials, and if they are out of date, find a way to quickly upgrade.

This can be accomplished through a short course, webinars or distance education.

Read business journals, attend professional association meetings… anything to let employers know that your knowledge is current.

Also, engaging in learning activities will also help to increase your self-confidence.

Focus on fitness. Let’s face it, physical appearance counts, especially for first impressions.

Good fitness, good personal appearance and how you carry yourself gives many clues to your interviewers.

Clothing choices and personal grooming all portray an image of yourself. Sloppy personal appearance is interpreted as being sloppy with your work tasks.

Know the networking tools. One of the first things recruiters do these days is to check you out on social networks such as Facebook or Linkedin.

So, if you aren’t using these tools, an interviewer may rush to judgment and rule you “out of date.” Also take time to search your own name and learn what is being said about you.

Divert the conversation. Should a question arise or a reference made to your age, be sure to redirect the conversation to your skills and experience.

Relate your experience directly to the selection criteria.

One of the more difficult questions is related to how long you would be committed to the job in question. Respond by saying that you are the type of person that thrives on challenges and that you will stay as long as there is a challenge.

Unfortunately, it appears that ageism is indeed alive and well.

Yes, it can make that job search somewhat more difficult, but it’s important to be aware of the potential for bias and to remain confident and find ways around it.

— Sources: Shocking state of ageism in hiring revealed, Emily Douglas 16 Apr 2018, Jobvite; Ageism in the workplace, Barbara Jaworski, Monster.ca.

Barbara J. Bowes, FCPHR, CMC, CCP, M.Ed., is president of Legacy Bowes Group, the author of eight books, a radio personality, speaker, an executive coach and workshop leader. She can be reached at barb@legacybowes.com.