Posted on December 28, 2017
You might have thought that age discrimination had diminished after decades of efforts to at least reduce, if not eliminate, it. Think again! Evidently age discrimination is alive and well–online.
I have to say that this whole ageism issue makes NO sense to me. Any company with real business savvy and foresight ought to be able to see that older employees offer a wealth of experience and expertise their business could benefit from. The stereotypes that company management has long held about those older employees have also been shot down significantly over the years–proven to be basically as full of holes as Swiss cheese.
Why would any smart company–one that wants to operate a thriving, long-term sustainable business–deliberately ignore a substantial resource it could easily tap into?
Maybe that’s the short answer: There must be a lot of non-savvy, non-smart companies out there–which is to say, management teams/senior executive leaders and/or boards of directors who willfully ignore what they don’t want to see.
(Side note: If a tree survives for a long time and is still thriving, that’s considered a great accomplishment. As a productive professional, senior executive, etc., why should you be viewed as past your prime because you’ve entered your 5th decade or beyond?)
Technology and Age Discrimination in Partnership?
No, technology per se isn’t deliberately fueling age discrimination in the work place. It can’t–it’s not a person. However, people use technology, and that use can be detrimental to your professional opportunities and career success. One clear and disturbing discussion of this can be found in a recent article from AARP, titled “Age Discrimination Goes Online.”
According to the article, age discrimination is “thriving, with 20,857 such complaints filed with the U.S. Equal Employment Opportunity Commission (EEOC) in 2016 alone. As more jobs are advertised and applied for online, evidence is mounting that it is easier to discriminate against older workers.”