A global survey found age discrimination is the most dominant form of discrimination. More people experience it than gender, ethnicity, sexual orientation and political views. It can impact anyone and everyone. [i]
Mid-lifers experience discrimination in recruitment decisions, access to progression opportunities and investment in skills. It can be tough knowing what you can do – so here are five practical things you can do for yourself and for others.
1. Be able to describe your worth in age-agnostic terms
If you are able to describe your worth in non-age related terms you prompt others to see you that way too. Rather than saying “I have over 25 years of experience in industry“, say something like “held director level positions in six industry sectors” or “a recognised expert in organisational change”.
2. Share positive stories, about others or yourself
A great way to shift negative perceptions is to provide plenty of positive alternatives. A lot of us find it easier to ‘boast’ about others than ourselves – so enjoy telling lots of positive stories about others, which boost them but also helps you.
3. Take care to disassociate age and competence, and prompt others to do so too
Age-biased language is often about being too general. When hiring, try being more specific in what you mean / need. For example, rather than saying you need 10 years experience, say what types of experience, skills or qualifications instead. When writing your CV/Resume, mirror the type of language in the advert, it helps to make it easy for hirers.
4. Use questions and data to challenge assumptions
It can be hard challenging prejudice or bias directly. Instead, practice using questions, data or evidence to challenge assumptions you spot. For example, you could say something like “I wonder if there is any evidence to prove or disprove that” – shifting the focus from opinion to evidence. Or, you could try having a few data points to hand – like “did you know most new businesses are started by over 50s?”. People love a quick stat!
5. Report persistent issues
Most organisations have a process or mechanism to report issues. The initial route is usually to talk to your manager, but if this isn’t possible you could approach someone in another department (e.g. HR) or use an anonymous route. Five years ago, I raised a grievance against my manager – the first time ever. It wasn’t easy but it did help and did make a difference. Employee assistance or whistle blower routes may also be available.
When mid-lifers thrive, those around them thrive too. When we are engaged and committed to our work, colleagues from other generations are more engaged too. When we are happy in our lives, our families are happier too. Becoming unstuck, begins with creating movement, shifting the dynamic that is keeping you stuck. A small movement can make all the difference.
Adapted from Dancing with fear and confidence – laura walker
[i] The Future of Work is Human: Findings from the Workhuman Analytics & Research Institute Survey Report 2019
Fulfilling work 