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As I hit the milestone of 55, a proud member of Generation X, I find myself in what many would consider the prime of life. With a commitment to daily workouts, a dedication to healthy eating, and an overall lifestyle that aligns with well-being, the notion of being labeled as "old" feels paradoxical. Yet, in a workforce where ageism lurks, and the prospect of a pink slip looms, the reality sets in will the experience and vitality I bring to the table be overshadowed by outdated perceptions of age?
In my role as CEO, I've observed the widespread presence of older workers in today's labor force alongside the troubling issue of age discrimination. A recent AARP report revealed that approximately two-thirds of adults over 50 believe discrimination against older workers is prevalent, with an alarming 90% considering ageism commonplace. Despite federal protections kicking in at the age of 40, ageism affects a broad spectrum of workers, from those in their 30s to those in their 60s, with consequences ranging from negative evaluations to layoffs and pay cuts during their peak earning years.
The subtleties of ageism, from job ads seeking "digital natives" to applications requesting graduation years, are evident in the workplace. This discrimination can manifest through dismissive attitudes toward "senior moments," organizational pushes to promote the "next generation," or a gradual reduction of older workers' responsibilities. Stuart Lipper's experience, where he faced a sudden downturn in his career and was forced into retirement at 62, highlights the devastating impact of age discrimination on individuals' lives.
The recent AARP report, based on surveys conducted in 2022 and 2023, provides concerning statistics, including one in 5 older adults personally experiencing age discrimination and half of older job seekers being asked for a birthdate on an application. The COVID-19 pandemic exacerbated the situation, leading to a 15% decline in employment for individuals aged 55 and over in the early months of 2020. Virtual work, while beneficial for some, presents challenges for older workers during remote interviews, triggering age bias when the camera goes on.
As a CEO, addressing ageism in the workplace is not only a moral imperative but also a strategic advantage for businesses aiming to leverage the experience and expertise of all employees, regardless of age. To mitigate ageism in job applications, I would advise older workers to keep their resumes concise, focus on recent relevant experience, omit dates from the distant past, avoid including street addresses, update their email addresses, and tailor their resumes with industry-specific keywords.
In conclusion, fostering a diverse and inclusive workplace is essential for any organization's success. Addressing ageism not only aligns with moral values but also ensures that businesses tap into the full potential of their workforce, contributing to a culture of innovation and resilience in the ever-evolving landscape of the modern workplace. As a CEO, championing inclusivity is not only the right thing to do but also a strategic imperative for the sustained growth and success of the company.
Cheers,
Kevin Anderson
CEO & President
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