Time to Tackle The Elephant in the Room: Ageism
Dee@MissFitChicago.com is a renowned career coach and extraordinary resume writer. She lives and works in Chicago with Sabrina, her crazy cat.
Ageism in job searches? Yes. It's more common than you'd hope. While it's tough to digest, being informed and prepared is vital.
Companies might claim they're unbiased, but behind closed doors, there’s often a scramble to address biases. Why? Not only is age discrimination illegal (just like gender and race), but it also represents a missed opportunity to harness the vast experience of seasoned professionals. Recent high-profile lawsuits and shared stories shine a spotlight on this grim reality.
Did you know? The Age Discrimination in Employment Act (ADEA), enforced by the Equal Employment Opportunity Commission (EEOC), designates age as a protected class for individuals 40 and older. While attributes like hair color or shoe size aren't protected because they aren't common grounds for discrimination, age certainly is.
Age would not be a protected class if it didn’t need to be a protected class.
Yet, 40% of top-tier executives admit to using age as a deciding factor during hiring.
Be alert to the signs.
Job Postings: Look for phrases like "young" or requirements that favor fresh graduates. Have you ever noticed a bias toward "cultural fit" that veers young? That's a red flag. Instead, proactively review job boards that cater to older workers. A quick Google search will show AARP’s job board, Workforce50, or YourEncore as sources of postings.
Resumes: No need to list every job you ever had, back to high school. Instead, include the last ten to 15 years. Leave the years of graduation off your resume.
Preparing for Interviews: LinkedIn is loaded with photographs of employees. Are they all under the age of 30? Including the CEO? Instead, look for companies whose employee base already boasts of diversity.
Company Culture: Peruse the company's online presence. Do they only spotlight younger employees? What's the tone of their employee reviews on platforms like Glassdoor?
Interviews: Beware of loaded questions like, "Don't you think you're overqualified?" or hints about adaptability based on age.
Calling out the age elephant in the room diffuses its impact.
It’s incredibly powerful to tactfully mirror the unspoken concern using Chris Voss's negotiation tactics. You might ask, "It seems like there’s a certain age demographic here?" This calibrated question, followed by a deliberate pause, prompts the other party to engage and clarify.
If the silence stretches, tactical use of labels such as, "It sounds like you have some reservations about my fit?" can open the door for further dialogue. Addressing concerns with genuine curiosity can often lead to clarity on both sides.
Channeling Chris Voss's principles of negotiating with tactical empathy, you might present your extensive network by saying: "Given my years in the field, how valuable might you find the deep, enduring relationships I've cultivated? Especially in roles that revolve around sales, business development, or management. This way, you invite them to see the value of your years of experience without directly stating it, letting them conclude on their own.
While the challenges are real, you're not powerless. Arm yourself with knowledge, get your resume and search strategy right, align with organizations that champion diversity, and, above all, recognize the value you bring. You’ve got this.
Warmly,
Dee@MissFitChicago.com
Free consultations can be scheduled here: https://calendly.com/deemissfitchicago/initial-consultation