Addressing Age Bias in the Job Search Process

What Is Age Discrimination?

Age discrimination, or ageism, is a form of discrimination based on a person’s age. It occurs when individuals, especially those looking for employment, are treated differently or disadvantaged because of their age. In the workplace, this could manifest as a hiring manager giving preference to a younger job candidate, or an employer not promoting a qualified employee because of their age.

How Much of an Issue Is Age Discrimination?

Age discrimination is more prevalent than many people realize, with studies showing that older job seekers face an uphill battle. Data points to age bias happening in every stage of the job search process. This includes being overlooked in job postings, facing bias in interviews, and not having their qualifications recognized. Age discrimination can also be more subtle, such as receiving communication that’s less polite than that received by younger job applicants.

Recognizing Age Discrimination

The first step in dealing with age bias is being able to recognize it. Unfortunately, ageism is so entrenched in many places that job seekers can be unaware they’re suffering from age discrimination. This means it’s important to be mindful of potential signals of age discrimination, including job postings that appear to target a certain age group, lengthy interviewing processes, or hostile attitudes toward older job applicants.

Overcoming Age Discrimination

Once you’ve identified age discrimination, you can take steps to effectively combat it. You could make a formal complaint to the organization or document the experience in case it’s needed later. Also, consider alternate methods such as networking, targeting organizations with a history of inclusiveness, or using a combination of online and offline job search methods.

Rise Despite Ageism

In the face of age discrimination, the key is to remain positive and ensure your application stands out. Strategies include highlighting skills that are relevant to the role, learning to perform specific tasks that might be required for the job, and emphasizing soft skills. And, make sure your resume and cover letter avoid potential triggers of age bias.

Building an Age-Friendly Culture

Beyond learning about age discrimination as a job seeker, it’s possible to help create an age-inclusive culture. Share information to help people recognize age bias. Encourage employers to publish job postings that appeal to people of all ages and to prioritize legal, ethical recruiting practices. With these steps, any organization can look to make significant progress toward mitigating age discrimination.

Conclusion

Age bias in the job search process is a serious problem, with the potential to discourage experienced job seekers. By learning more about age discrimination, job seekers can recognize it and take steps to fight back. Additionally, job seekers could advocate for an inclusive workplace culture that supports all ages.