Ageism: Corporate's Not-So-Secret Age-Old Problem
"You should take your graduation date off your resume”
If this recruiting advice sounds familiar, welcome to the wild world of modern job hunting after 40. Imagine a recruiter telling someone to hide their race or sexual orientation—there'd be outrage! Yet somehow, age-based discrimination gets a pass, like that uncle who still uses a flip phone and thinks TikTok is a breath mint.
Here's a sobering statistic: only 13% of hiring managers say they're willing to hire someone aged 55-65. Their reasoning? Usually some rehashed assumptions about adaptability that sound about as current as a MySpace profile. I recently witnessed a well-known organization try to block an incredibly qualified candidate in their mid-50s because they wouldn't be a "cultural fit"—despite the person having built and run their own successful business. Apparently, creating and scaling a company doesn't demonstrate enough entrepreneurial spirit these days.
The "Thanks for Your Service, Now Please Disappear" Phenomenon
Ageism—prejudice based on age—continues to undermine opportunities for older workers in the U.S., despite the 1967 Age Discrimination in Employment Act (ADEA). Think of it as workplace bias's sneaky cousin who somehow keeps getting invited to the party.
There's a moment in many careers—let's call it the "ageism tipping point"—when workers suddenly transform from "experienced professional" to "vintage human" in employers' eyes. This usually happens between 45-55. The reasons? Stereotypes and biases about aging; employers begin to view older workers as less adaptable or less relevant in fast-changing workplaces. Other factors include:
Cost of Employment: Because heaven forbid someone's salary reflect their decades of experience
"Leadership Potential": Where "potential" apparently expires like milk
Generational Differences: Because clearly no one over 50 has ever sent an email
Retirement Assumptions: As if planning for the future is a corporate crime
Stereotypes are impacting older workers ability to find jobs
According to the U.S. Bureau of Labor Statistics, in September 2020, more than 1.3 million workers aged 55 and older were unemployed. Among these job seekers, approximately half had been out of work for 27 weeks or more, classifying them as long-term unemployed. The AARP reports that over 25% of these individuals have faced age-based job denials. Older Americans experiencing long-term unemployment face unique challenges:
Financial Strain: Unemployment during peak earning years (40s and early 50s) can devastate savings and retirement plans.
Mental Health: Prolonged joblessness erodes self-confidence and increases stress.
Career Downgrades: Many older workers accept lower-paying jobs or gig work to stay afloat, often after unsuccessful job searches or being ghosted by recruiters.
The exclusion of older workers has widespread implications including Financial Vulnerability, Health and Well-Being, and Knowledge Drain. Nearly half of Americans lack three months’ worth of savings. For older workers, loss of income and benefits can be catastrophic and lead to poorer health outcomes. Reduced access to preventative healthcare and increased financial strain contribute to higher mortality rates from treatable conditions. Finally, the underutilization of experienced professionals results in significant knowledge and expertise loss for organizations.
Actionable Solutions
The current state of ageism demands systemic change. Here are strategies for both individuals and organizations to address the issue:
A Call to Action
Whatever it is, the way you tell your story online can make all the Ageism isn't just morally wrong—it's economically stupid. In an era where experience matters more than ever, organizations pushing out older workers are essentially throwing away decades of expertise because they can't see past their own gray-hair bias. It's time to create workplaces that value contribution over birth certificates. After all, innovation doesn't have an expiration date.
