Ageism – fact of life or professional sentencing?

We all age, no doubt about it. My pondering on this fact of life has taken on a new dimension in the last few years, as readings by other professionals confirms that ageism, i.e. discrimination based on age, is not an isolated incident, or only happens to a few of us. It’s certifiably a trend and having the benefit of a dual perspective – U.S. and Sweden – the situation is similar in both places. And in most industries, not just the non-profit or philanthropic sector, which is why I feel compelled to share some thoughts on the circumstances. 

Perhaps I am knocking in open doors, but it seems as if there is a need to deliver a harder wallop to attract more attention to how out of whack ageism is, present reasons why it is not serving anybody, and why it is imperative to eliminate this practice.

The external perception of older people is that they are not as energetic or knowledgeable of new trends or projects as younger people. That is clearly not true. And when are you considered older anyways, these days?

The internal experience of being phased out, boxed out or generally disregarded, is one of bewilderment as you look at job descriptions and you check off every box of listed requirements. We know that these job announcements describe an ideal type, and that nobody can actually possess all of the desired qualifications. But, often enough, many people do, or fulfill 95% or so. The take-home then is that you need to have 30 years of experience and be 40 years old at the most. And that is an impossible equation. 

Men and women are experiencing ageism differently as well: the silver-haired male is seen as a wise individual, while women often are seen as over the hill at the same age. 

So, what can someone in their late 50’s or early 60’s contribute with? A lot. Believe me. 

For starters, patience. The calmness of knowing that you’ve seen it before translates into a more systematic and methodical approach to problems and tasks. It does not mean slower, rather the opposite, since an older worker has seen the problem before and know where to cut corners and seek solutions because of familiarity. 

Balance is a desired talent, since this makes for a stable approach to most tasks, and to people, too. To be balanced doesn’t mean dull; it means that you are respectful of others and that you can see both sides. Something that years of experience gives you. And, it means that you are not rushing in to solve something without knowing all the facts. 

Experience, duh. That IS the most desired quality so enough said.

Mentoring is a buzzword in any sector. Young people have sought out advise, and older people have given it in a steady stream throughout the centuries. The elders are and remain a source of wisdom, not a target of derision. And who can mentor anybody if you haven’t been there before, so to speak? 

Guidance is another avenue that is underrated and where an experienced person can be useful. Technologies change daily, but a fundamental understanding of dynamic structures in a company or organization doesn’t change that much month to month, or even year to year. 

Entrepreneurs in and of themselves are seekers, looking for answers and solutions to new, or old, problems. But since we were on the topic of centuries just above, those with experience know that everything is not new under the sun. They have been there; done that. The logistics of starting up something is to walk in the path of many endeavors before them. 

Startups is particularly fertile ground for more experienced people to be involved. Frequently, a quick pace misses the details, and mistakes can be hard to rectify when the company is barreling down a road that they have not taken before. Expertise can be a desired quality in such a scenario. 

There is a strong case for reevaluating the approach to older people, and I am making my case for involving and engaging this group in the work force a lot more, not because they know better, but because the very idea of different perspectives most often yield better results. There is plenty of research proving this point, which makes it even more incredulous as to why the older pool of available resources should be ignored. 

Ageism is as much discrimination as harassment and bullying in the workplace. To be passed over because of a number is mind-numbing for many who’ve had a long and successful career. To be dismissed and discarded takes a toll on the mind and the soul. To hear that you’re accomplished, knowledgeable, resourceful and a ton of other accolades creates a sort of schizophrenia of juxtaposed qualifications in light of the treatment this group gets, and undeservedly so. 

Ageism is a term that does not belong anywhere; and it has several euphemisms as it pops up often enough that blogs and articles are dedicated to this phenomenon. 

With 60 being the new 40 (I am not kidding), it is time to treasure the skills, talents, and qualifications that all of us have, regardless of a number or birth date. 

It’s time to abolish ageism. Who’s with me?

Photo by Ryoji Iwata on Unsplash