Age Discrimination: Debunking the Myths Part II

Pitfalls and Perceptions

In my previous post, I listed the myths that exist about “older” workers. Now, let’s look at ways to avoid the pitfalls and debunk the myths.

Pitfall #1: Holding stereotypical views of “younger” workers.
In my seminars for the boomer generation, I ask participants to describe characteristics of younger workers. It’s both interesting and surprising to them when they realize that their assumptions about younger workers are every bit as biased as the prevalent beliefs about older workers. Wow! What an insight! This is a significant breakthrough because being unaware of these biases decreases the possibility of a job offer. If you go into an interview with biased perceptions, they will show up in ways that destroy your chances of getting an offer. For example, you may “talk down” to the younger staff and appear as patronizing. You may not listen closely and appear to “know it all.” You may dismiss their views and act paternal or maternal. These behaviors are common to the older worker and nothing will put you out of the running faster.

So what can you do?

Debunk the myth that an older worker will not be able to work with younger workers.

1. Become fully aware of your biases
2. Erase all negative assumptions from your thoughts
3. Monitor your behavior.

Not easy, but essential! Nothing dismisses a candidate more quickly than the belief that he or she would not “fit” in a more youthful workplace. Remove the fear that you cannot relate to others in the organization or that you will not be able to work with a younger manager. Unless you do that, you will decrease the probability of getting a job offer significantly. In fact, I believe that unless you can get in touch with your own biases and remove your negative assumptions of younger workers, you stand no chance of getting an offer with a younger organization/department. So listen and avoid the temptation to give advice. Show respect for their work and ideas. Think of them as you would any colleague. Treat them with the respect that you would like to receive.

Pitfall #2: Failing to demonstrate recent professional development.
If your resume does not reflect any professional training beyond your degree of 10 years ago, you are vulnerable. Today’s younger workers value up-to-date skills development. They plan to be marketable and promotable. In some studies, college graduates indicated that this was the primary factor in their choosing an employer – before salary. It’s a fast-paced world of work and younger workers know that. So, while a degree earned in 1998 might seem current to you, it may not fly in the workplace today.

So what can you do?

Debunk the myth that older workers are outdated or unable to learn new things.

1. If you participated in recent in-house training provided by your previous employer, and do not show that on your resume, add it.
2. Be prepared to discuss any recent workshops or courses that would have relevance. Relevance is situational: in some cases, it is important to mention recent learning experiences even when they are not directly related to the position you seek. It is a way of showing that you are a life-long learner and not a “closed book.”
3. If you have not taken any training in the past ten years, then find a two-day workshop, teleseminar or a college course. List that on your resume - even if the course is “in progress.” This demonstrates your commitment to your work and your ongoing ability to learn.

In the next post, I’ll discuss three additional common pitfalls and how to avoid them.

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