Age Bias - Fact or Fiction?
In my Career Transition workshops, I meet many jobseekers of the boomer generation. When I ask if anyone has experienced age discrimination in the hiring process, usually, 3 – 4 people speak about their experiences. When I ask them if they know for certain that their failure to land the job after an interview was a matter of age, few have actual evidence. In most cases, the candidate just has a “feeling” that he/she is not being selected because of age.
So what’s the truth? Does age bias exist? Yes, of course. Is it always the reason for not getting an offer? No, it is not. But when age is the deciding factor, it is usually based upon the following stereotypical assumptions about older workers.
- Older workers aren’t adept at technology.
- Older workers have more accidents and use more sick time.
- Older worker skills and education are not up-to-date.
- Older workers are over-priced, have low energy and can’t work with younger workers.
- Older workers are less productive.
- Older workers aren’t adaptable.
Actually, each one of these assumptions can be refuted with facts. None is true about every person over 50, but any one of them could be true about someone. For instance, John, (53 years old) is seeking a salary that is beyond what many companies can budget. Mary has not updated her training and professional abilities since she got a B.A. in 1963. And Jerry has no experience with technology beyond email. Those are real deterrents, but they are not characteristic of all older workers. Unfortunately, stereotypical views do not make distinctions. So what is the boomer generation to do?
Shed the Stereotypes
If it doesn’t fit, don’t wear it! If you do not fit into any of those stereotypes, distinguish yourself. For instance, regarding technology - be prepared to talk about the software programs required for the new position and give examples of your experience with them. Mention your unused sick time, your most recent training, the extensive work load you carried, and the many new managers you worked for – each requiring that you successfully adapt to their varied styles. In other words, give examples of your work experience that refute the stereotypes.
Be “cool”, Not Dated
Technology permeates the workplace today and is second nature to younger generations. If your technological expertise is limited, broaden your knowledge. Go to the library and look through the PC magazines. Learn the jargon. Know about projected advances. Read FastCompany magazine and learn about cutting edge organizations. Help the interviewer get past the stereotypical belief that the older worker is outdated; present a contemporary image.
What the Hiring Manager Wants to Know
Keep in mind that the organization wants the best person for the job and selection is always based upon the following three questions:
- Can you do the job? (Do you have the knowledge, skills and abilities to successfully handle the work?)
- Will you do the job? (Are you dependable, committed, healthy, a self-starter?)
- Will you fit in? (Can you work with a younger work force?)
It’s up to you to demonstrate your ability in each of those areas.
In my next post, I’ll discuss how older workers unintentionally self-handicap and offer suggestions for preventing those mistakes.
If you are tempted to comment, please do not resist the temptation. Your comments add value to the discussions.
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