"What year did you graduate?"
"Where do you hope to be in 5 years?"
"You're overqualified for this role."
Even in 2020 these questions/statement reveal that the problem of age discrimination still exists. It seems to be engrained in the hiring and recruiting processes of many employers, even new companies.
Working from home hasn't made a difference
With COVID-19, workers around the world have had to embrace working-from-home as a reality. And thousands of others have found themselves back on the job market trying to make ends meet in spite of lock-down conditions.
For more than 6 years I have been a happy and productive remote worker. I believe this is the way of the future for many office-oriented job functions. And I was hoping that perhaps one good thing to come out of this COVID-19 work-from-home (WFH) trend might be a more diverse, distributed work team. It is shown that age-diverse teams have been found to be more innovative than other teams.
Sadly, the data does not reflect an acceptance of this notion.
Many workers experience ageism, especially women
According to the ADP Research Institute, the average American worker is 42 years of age. Yet a new survey reveals that a third of workers have already experienced some form of ageism before they turn 45. A third!
University of California, Irvine research professor David Neumark, reveals this issue is even worse for women, starting in their 40s. “The evidence of age discrimination against women kind of pops out in every study,” says Neuman.
It's true that remote work and the uptick in virtual and freelance-contract gigs has freed many from the bias of age. Application processes can be less restrictive or bypassed all together. Many virtual workers communicate primarily via phone or email, making age less visibly apparent.
However, the reality of the current older workforce is that 55% of them hold the types of jobs that do not support remote work. And one study reveals that those older workers who do work remotely are more susceptible to burnout and stress.
Why? How can modern employers identify and address the issue of ageism?
Here are some helpful Dos and Don'ts for employers.
What NOT to do:
What you SHOULD be doing:
Do we value experience or don’t we?
Society in general admires and respects leaders in their field who have invested many years toward their careers. We seemingly value wisdom and experience.
Yet, when it comes to our day-to-day work lives, we tend to marginalize and disregard the contribution of older colleagues. Is business missing an opportunity by not correcting a narrow mindset and rooting out obsolete, biased policies?
We can do better, people. We can do better.
Hi. I'm Barbara Bogue. The name [double b] came from my initials. Here I share tips and advice on marketing, design and copywriting.
Design Hack 10/19
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