Chapter 1: Understanding Ageism in the Workplace

Ageism is a significant issue that affects employment opportunities for older workers.

During my first six months at my job, my manager shared insights about other candidates he interviewed. He mentioned that the primary reason he chose me was because:

"I believed you still had room for growth."

This remark left me perplexed. I was just 24 years old and had only recently graduated from college. With one long-term role under my belt and part-time work at an animal shelter, I had positioned myself as adaptable and willing to embrace change—qualities I still embody today.

Reflecting back to my college days, I recall reading that individuals often become less inclined to explore new experiences after turning 25. As life's disappointments accumulate, many become hesitant to face further risks.

At 31, I've found myself more cautious about trying unfamiliar dishes at restaurants than I was at 20, mainly due to past disappointments. Additionally, I've developed a clearer understanding of what I seek in the workplace compared to my younger self. Here are some red flags I now watch out for:

• Claims of a "family-like" atmosphere
• Negative comments about remote work preferences
• Disparaging remarks about former employees
• A homogeneous workforce in age, race, or gender
• Emphasis on "loyalty" in potential hires
• Vague responses to specific job-related inquiries

By the time one reaches their 40s or 50s, they have typically gained extensive experience and insights into various workplace dynamics. This wealth of knowledge can intimidate younger managers, especially if they find themselves overseeing older employees.

This situation highlights the reality of ageism.

Some managers may fear that older employees will threaten their positions, while others worry about their authority being challenged due to the older worker's experience and knowledge.

Even at my relatively young age of 31, I find it frustrating to interact with managers who fail to appreciate and engage with their employees, prompting my shift to freelancing.

Another misconception is that older workers are less adaptable to new technologies. However, as millennials—who grew up in a tech-driven environment—enter their forties, this stereotype is becoming increasingly outdated.

Employers often focus more on an individual's willingness to adjust to changes rather than their tech-savviness.

So, what steps can older workers take to navigate this landscape?

I recognize that being in my 30s is often considered a prime age for employment. I possess ample experience while still being viewed as relatively youthful by many employers. However, I've observed a trend: when I mention having ten years of experience, my responses diminish.

In reality, the perception of having a decade of experience in a certain field can age a candidate in the eyes of employers. When I mention having only one year of experience in the writing industry, I receive more inquiries. This is true even though I've been honing my writing skills since childhood and have been actively studying the craft online since 2016.

Here are some effective strategies for older job seekers:

• Omit the total years of experience from your resume, and if asked, present a figure less than ten.
• Emphasize transferable skills rather than focusing solely on routine tasks. For instance, if you drafted email newsletters monthly for ten years, consider it equivalent to just one year of experience in email marketing.
• Highlight your familiarity with project management tools and customer relationship management systems to demonstrate your technological competence.
• Consider freelancing, as age tends to hold less weight in this sector—clients primarily care about your expertise.

Interestingly, I have also faced ageism from the opposite perspective in my early career. My supervisor once dismissed my input simply because I was under 40. Additionally, I faced challenges when renting an apartment due to my age and limited work experience, despite having substantial savings.

Ultimately, not securing that apartment may have been fortuitous, as the building later suffered a fire. Life indeed has its enigmatic ways.

In my early 20s, I noticed that employers often sought candidates with a decade of experience. Today, the preference seems to lean towards those with 1-5 years, as they are perceived as more manageable. Younger employees, often without family obligations, are more likely to work during holidays and are less inclined to voice concerns about working conditions.

Younger workers may also be more susceptible to exploitation, a situation I personally experienced. The job market can be perplexing, and I wish for better solutions to these challenges.

Ultimately, we should focus on our skills and passions and trust that we are on the right path, regardless of our age.

Chapter 2: Ageism in Hiring Practices

In the video "Top 4 Reasons Employers Give for Not Hiring Older Workers," experts discuss the stereotypes and misconceptions surrounding older job candidates.

The video "6 Reasons HR Doesn't Promote or Hire Older Workers" provides insights into the biases that persist in human resources practices against older employees.