Navigating Ageism in the Workplace: A Guide for Older Workers
Ageism is a subtle yet pervasive force that affects workers of all ages, but it particularly impacts older professionals. Whether in the fashion industry, the corporate world, or hands-on trade jobs, the biases against older workers are real and often go unspoken. But while ageism presents challenges, it also creates opportunities for those willing to adapt and confront the issue head-on. In this guide, we’ll explore ageism from various angles, offer practical solutions for older workers, and provide strategies to help break down the barriers caused by this hidden bias.
The conclusion of a 2011 Statistics Canada study concerning the last three recessions found that in a severe economic downturn, a higher proportion of older Canadians with greater seniority were laid off compared to their younger counterparts. An employer cannot fire/lay off an older worker because of their age. That would make the termination discriminatory and a violation of the employee’s human rights under the Human Rights Code.
1. Understanding Ageism: The Hidden Bias Against Older Workers
Ageism often operates in the background of many industries, preventing older professionals from receiving fair opportunities. Whether it’s the assumption that older workers are less tech-savvy or less adaptable, these stereotypes can limit career advancement and employment options. For women in particular, the struggle is compounded by the expectation that they must remain youthful to be relevant. Tackling ageism requires not just confronting these biases but also understanding the dynamics of the modern workforce.
2. Ageism in the Fashion & Beauty Industries: Why Silver Hair is Rare
The fashion and beauty industries are notorious for their youth-driven standards, often leaving older women and professionals invisible. Ageism here can manifest in the form of casting calls that prioritize younger models or beauty campaigns that feature only youthful faces. Silver hair, a natural sign of aging, is rarely celebrated and often associated with a lack of vitality. This creates an unrealistic and exclusive narrative, sidelining talented older women who can still contribute meaningfully to the industry.
3. Are Younger Workers Always the Preferred Choice? Ageism in Trade Skills
In physically demanding jobs like construction or plumbing, older workers can face additional barriers. The misconception that older workers may not be able to keep up with the physical demands of the trade can lead to discriminatory hiring practices. However, experience often brings superior problem-solving abilities and a deeper understanding of the job, making seasoned workers invaluable assets in these fields.
4. The Corporate World and Ageism: A Silent Barrier
In many fast-paced corporate environments, ageism quietly keeps older workers sidelined. Corporate culture often values speed and innovation, and there's a false assumption that older workers, especially those in customer service or similar roles, are out of touch. This cultural bias leads to older employees being overlooked for promotions or new opportunities in favor of younger, supposedly more dynamic candidates.
5. Why Job Descriptions Are Targeting Youth: The Impact of Modern Hiring Trends
A significant contributor to ageism is the way modern job descriptions are written. Many include terms like "dynamic," "energetic," or "recent graduate" that subtly signal a preference for younger candidates. These descriptions can create a barrier for older job seekers who may be highly qualified but are excluded due to language that suggests they won’t be a "good fit."
6. The Overqualified Dilemma: Wisdom or a "Retirement Risk"?
Experienced workers often face the dilemma of being "overqualified" for a job. Employers might hesitate to hire someone with decades of experience, assuming they will demand a higher salary or leave the role for retirement sooner. This so-called “wisdom tax” can leave highly capable professionals struggling to find work, despite their wealth of knowledge and experience.
7. The Rise of Gen-Z: Are Older Workers Out of Touch with New Job Search Trends?
As Gen-Z begins to take over the workforce, older workers may feel out of sync with new job search strategies. From networking on social media platforms like LinkedIn and TikTok to using digital portfolios and non-traditional resumes, these shifts can be intimidating for older professionals. However, embracing these new trends can provide a way for older workers to stay relevant and competitive in today’s market.
8. 7 Ways Job Seekers Can Tackle Ageism Head-On
For older workers facing age discrimination, there are proactive strategies that can help level the playing field:
Highlight Adaptability: Show that you’re flexible and open to change.
Emphasize Your Experience: Demonstrate how your experience is a unique asset, not a limitation.
Update Your Skills: Showcase your ongoing education and skills development.
Tailor Your Resume: Focus on recent achievements and remove outdated information.
Network: Build relationships with people across generations to expand your opportunities.
Be Open About Learning: Express your eagerness to learn from younger colleagues.
Stay Confident: Don’t shy away from advocating for your value.
9. Shifting Your Mindset: Embracing Change Over "Knowing It All"
To stay competitive, older workers must shift their mindset from "knowing it all" to "embracing continuous learning." Staying open to new tools, systems, and even ideas from younger colleagues can help older professionals remain relevant and adaptable in today’s fast-changing environment.
10. Find the Right Fit: How to Identify Age-Friendly Companies
Not all companies are equally ageist. In fact, many are actively working to foster inclusivity and celebrate the value that older workers bring. When job hunting, take time to research companies that promote diversity, including age diversity, and identify those with a reputation for valuing experience and work-life balance. Look for companies with mentorship programs and leadership development opportunities for all ages.
11. The Tech-Savvy Myth: How Older Workers Can Stay Relevant in the Digital Age
The stereotype that older workers are not tech-savvy is increasingly outdated. With the right attitude, older professionals can stay updated on the latest digital tools, apps, and software to remain relevant in their fields. Whether through online courses, industry-specific training, or simply staying curious about technology, older workers can easily break the myth that they are tech-averse.
12. Upskilling in the Digital Age: Why Older Workers Need to Keep Learning
Continuous learning is essential for staying competitive in today’s job market. Taking courses, obtaining certifications, or even attending workshops and webinars can help older workers remain relevant. Whether it’s mastering a new project management tool or learning a new coding language, upskilling is an effective way to stay in demand.
13. Know When to Walk Away: Avoiding the Wrong Work Environment
Recognizing when a company’s culture isn’t a good fit is essential to avoiding a toxic work environment. If you notice subtle signs of age bias, such as being excluded from decision-making processes or opportunities for growth, it may be time to walk away. Prioritizing your well-being and finding a company that values your contributions is key to maintaining a fulfilling career.
14. The Hidden Truth About What Not to Put on Your Resume
When crafting your resume, be mindful of what you include. Outdated information like dates of graduation or early career jobs can inadvertently signal your age to hiring managers. Focus on recent achievements, skills, and qualifications that highlight your suitability for the role, without referencing information that could hint at your age. Learn more about the Application Tracking System(ATS) and resume tips here.
15. Interview Tips for Older Job Seekers: How to Come Across as Adaptable and Eager to Learn
During interviews, older job seekers should focus on demonstrating adaptability and a willingness to learn. Share examples of how you've embraced new technologies, worked with younger teams, or adapted to changes in your field. This shows that you’re not only experienced but also eager to stay current and contribute in a dynamic way. How to answer what is your weakness, see more here.
16. Considering a Career Pivot? Why Freelancing or Consulting Could Be Your Solution
For older professionals facing ageism in traditional roles, freelancing or consulting may provide a refreshing alternative. These flexible career paths allow you to leverage your expertise while avoiding the restrictions imposed by age bias. Plus, they often offer the freedom to work on your own terms, which can be a great way to regain control over your career.
By understanding the challenges posed by ageism and taking proactive steps to address it, older workers can not only find new opportunities but also redefine what it means to be an experienced professional in today’s workforce. Embrace change, keep learning, and stay confident—age is an asset, not a barrier.
Conclusion
Ageism doesn’t have to define your job search experience. By shifting your mindset, staying up-to-date with technology, targeting the right opportunities, and presenting your experience strategically, you can stand out in today’s competitive job market. Embrace the changes that come with age, and use your years of experience to your advantage—there’s a place for you in the workforce.
Sweta Regmi, a former hiring manager at award-winning companies, is the Founder and CEO of Teachndo, a Certified Career & Résumé Strategist, and the Podcast Host of Diaspora’s Career Challenges. As an immigrant herself, Sweta specializes in helping professionals from diverse backgrounds break barriers and secure six-figure careers without compromising their identity. In 2024, she received the Outstanding Career Leader award, the highest honor from Career Professionals of Canada, recognizing her impactful contributions to the coaching industry. She has also been named a Top Job Search Expert and a Top Career Advisor to Follow on LinkedIn, ranking among Canada’s Top 60 Creators. Her expertise has been featured on over 100 media platforms, including CBC National, Global National, CNBC, The Wall Street Journal, HuffPost, City News, CTV, The Globe and Mail, Forbes, LinkedIn News, Indeed, and major career conferences. Sweta is also the Amazon Bestselling Author of “21 Resilient Women: Stories of Courage, Growth, and Transformation”, a book praised by Canadian libraries, ministers, and MPs. Her consecutive nominations for the RBC Canadian Women Entrepreneur Awards by Women of Influence from 2022 to 2024 further cement her reputation as a top career expert in Canada.
To date, Sweta has helped over 500 career professionals globally secure six-figure leadership roles at top-tier organizations, including major banks, Accenture, Deloitte, Amazon, IBM, and the Government of Canada.
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