How To Avoid Ageism:

Unfortunately, ageism is real. While I don’t believe most companies consciously practice ageism, I do believe they unconsciously practice it. And research agrees. The UCSF Office of Diversity and Outreach states that everyone has unconscious beliefs about various social and identity groups. And, according to the World Health Organization (WHO), more than half of the world’s population holds moderately or highly ageist attitudes. So if you are a jobseeker over 40 it is important to know how to avoid ageism when conducting a job search. 

In 1967, the Age Discrimination in Employment Act (ADEA) was signed into law and the act forbids workplace ageism for anyone 40 or older. As a job seeker, you should understand that this act protects you throughout the full employment cycle, including the hiring and termination processes, the compensation offered, and the job function or duty assignment.

As a job seeker, what steps can you take to ensure a recruiter or hiring manager isn’t consciously or unconsciously discriminating against you because of your age? And hiring managers, how do you make certain that you and your team are tuned into any bias that may cause you to infringe on the ADEA? 

It Starts with the Job Description

Just this past Friday I saw a job post for an Executive Human Resource Manager. The position only required 4 years’ experience as an HR Specialist…and was only offering a salary between $15k and $20k per year. 

Seems fishy, doesn’t it? A quick Google search shows that the average salary for a Human Resource Manager is approximately $135k with executive positions demanding more. And the average number of years of experience it takes for someone to move into an executive HR position is 10-15 with their progression moving from generalist to specialist to management to executive. 

What was the company thinking when they posted this position? Were they actively practicing ageism? 

Maybe. Often companies will post positions in a way to subtly limit applicants’ age and in this case, it is highly unlikely a truly experienced HR Executive with 15+ years experience will apply.  

As you view job descriptions, besides assessing the years of experience and base salary offered, you should also pay attention to the soft skills the company requires. As an example, be cautious of job descriptions that require candidates who are ‘energetic’ and ‘fresh-minded’. Instead, look for job descriptions that require candidates to be ‘driven’, ‘motivated’, ‘loyal’, or ‘dedicated’. 

The Resume…Be Selective as to What is Included

When someone has a rich and deep work history, eliminating items from your resume that show your age may seem like a good idea.  

With one caveat. 

You never want to remove experiences that will detract from showing your foundational knowledge. Especially as it relates to the story you are trying to tell.

When I review a resume, my goal is to be able to read the candidate’s story just like I would read a novel.  Every hiring manager wants to speak with candidates who are clearly in control of their career path; therefore, your mission when creating a resume is to tell the story of being ‘in control’ of your career path.  

And often that means showing your foundational experience. With that being said, you can still show your foundational experience without giving away your age. Try to limit your work history to the past 15(ish) years and if more is needed to craft a complete story, consider adding those details in the summary or cover letter. 

Other things you can do to ‘age-proof’ your resume.

Remove graduation dates. 

We almost always remove graduation dates from the resumes we present to clients. 

Removing these dates enables the hiring manager to focus on the candidate’s qualifications while limiting the chance of an unconscious bias sneaking in. And the reality is that your graduation dates just aren’t relevant at the application stage. When you progress to the background check process, you can (and should) provide those graduation dates then. 

Do not include early employment if not relevant. 

I was a bartender right out of college. While it made great money, had loads of fun, and acquired or improved a lot of soft skills in the role, my bartending experience doesn’t add to my current career story. Therefore, you won’t find my bartending experience on any of my social profiles, bios, or resumes. 

Also, when considering how to avoid ageism, think about removing earlier positions if later ones will tell a similar story.  For example, I don’t include my first management position because my later path with IBM better represents the breadth and depth of my leadership experience. The net is that the IBM position highlights my experience and accomplishments without layering too many years of employment onto my credential list.  

A couple of additional thoughts. 

• Obtain and use a Gmail email address that doesn’t include dates. Ang1986 @ aol.com isn’t how to avoid ageism (no offense AOL). 
• Avoid using terms like ‘seasoned professional’ when describing yourself. 
• Including a written objective in your resume is an outdated approach. Tell your story in your cover letter or professional summary instead of adding an objective. 
• While it is important to list the technology, tools, and systems you have experience with, remember that technology changes consistently (and quickly). Therefore, remove the names of technologies that are no longer in use or relevant to the current role or market. 
• And, along the technology lines, make sure your LinkedIn profile is up to date (and other social media profiles as appropriate). Also, make sure your profile includes a recent headshot (not one from 15 years ago). Just make sure your style is updated and your dress is professional. 
• Consider updating old certifications or obtaining new ones. This will show you as someone who continues to be enthusiastic about learning. It will also show how you are focused on personal improvement,

How to Avoid Ageism in the Interview

I want to first point out that Federal law does not prohibit potential employers from asking an applicant’s age or date of birth. But while it isn’t technically illegal to ask about your age, there are two things to understand.  

• Under the ADEA it is illegal for the company to discriminate based on your response, and
• the Equal Employment Opportunity Commission (EEOC) states the question is only legal to ask when directly related to the role. 

Generally, the ‘out of bound’ topics are simple. Unless directly related to the role, no one should ask you questions on topics such as your race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age (40 or older), disability, or genetic information.  Here are some example questions that should be ‘out of bounds’ for most interviews: 

• How old are you?
• Are you married?
• Do you have children? 
• What is your citizenship status? 
• How long have you been working (generally)? 

How to combat ageist questions:

Prepare for the worst-case scenario so you aren’t caught off guard. How do you gracefully handle ‘out of bound’ questions if they are asked? My recommended strategy is to inform instead of fight. 

Therefore, be prepared to answer these ‘out of bound’ questions without getting defensive. The most common questions are likely to be related to you working for a younger manager or on a younger team. Also, be prepared to discuss how you aren’t ready to retire yet. Some sample questions that can help you prepare include: 

• How would you feel reporting to a manager who is younger than you? 
• Why are you looking for a job at this point in your career? 
• What is next for you in terms of career growth? 
• How long do you plan to keep working?
• Do you think you will struggle to keep up with new technology?  

Other tips to proactively address your age during the interview:

It seems silly but be prepared to express how much you enjoy working. Showing your enthusiasm for the role (the industry, the company) and talking about how much longer you hope to work in the role (industry or company) will reinforce that you are committed and don’t intend to retire soon. 

Also, consider that your future younger manager may have a confidence issue. Therefore, approach the position and interview as a consultant. Ask questions. Listen. And then share specific experiences that show your capabilities as well as how you supported your manager and team. 

In all cases, be prepared to show your age is an asset. 

One more thing to consider:

One thing we haven’t discussed is how important it is for you to find the right company to begin with. Ageism or not, every company isn’t going to be a good fit for you. 

Read online reviews, network with current team members, and assess the company’s social profiles. All of these activities will give you an idea of the company’s culture and diversity practices. 

In Conclusion

Ageism is unfortunate. However, there are steps you can take to minimize the risk of falling prey to this mindset. Remember that the job search process is tough for everyone so focus on what you can control and don’t let rejections discourage you. And feel free to reach out, we are here to help.