8 ways to combat ageism in your job search

As upsetting as it is, chances are your age — whether you’re younger or older — has or will be used against you during your career at some point.

“Sometime in your life, someone with decision-making power will size you up based on your age, and you will be negatively impacted,” said Michael North, an assistant professor at New York University’s Stern School of Business, who has studied ageism in the workplace. “Age discrimination seems to be the most socially condoned prejudice.”

For jobseekers who feel like they’re getting an unfair shake due to their age, finding recourse can be a challenge. It’s hard to know and prove whether age has played a role in the decision-making process — and if you think it might have, was it intentional or not? Additionally, not all workers are protected by laws that aim to prevent age discrimination in employment (federal laws, for example, protect people 40 and older). So what can you do to ensure your age won’t dampen your chances of landing your next job?

Combat the narrative associated with negative stereotypes, workplace experts say. Here are some ways to fight age stigma while on the job hunt.

Both younger and older candidates face a similar stigma: The idea that they don’t want to change or have stubborn demands. Workplace experts say candidates can combat this by showing what efforts they’ve made to quickly pick up new skills and show enthusiasm for future learning.

That might mean enrolling in extra training courses, getting new certifications and highlighting them in your résumé or interview, North said. Younger workers may need to show that they have taken proactive measures to learn new job skills they may lack. Older workers may want to show that they can keep up with fast-paced environments and various tech tools.

“Show your tech acumen and use of relevant apps for that role,” said Teresa Freeman, a career coach, who has previously worked as a human resources executive for companies including Amazon, Deloitte and PwC.

You may have decades of experience under your belt or just a couple of years. Either way, as a candidate, you’re expected to learn about how a company currently operates. That means showing respect for the company’s DNA, experts said.

For younger people, understand what you bring to the table while paying tribute to the company’s history and previous success. “Don’t go into every interview calling yourself a disrupter,” North said. “Not all older generations will be open to that.”

For older workers, show your excitement and humility — energy that’s often associated with younger workers.

Your years on the job may not always work in your favor. Too many may signal negative older worker stereotypes and too little may convey a lack of knowledge or readiness.

Removing dates from jobs and graduations on your résumé might not only help you avoid the stigma a human reviewer may make, but also from machines making automatic rejections, said Aaron Wallen, senior lecturer at Columbia University’s School of Professional Studies. If an artificial intelligence system has concluded that the most successful candidates are typically younger or older than you, that may be a factor in whether your résumé makes it out of the stack.

SDGs, Targets, and Indicators

1. SDG 8: Decent Work and Economic Growth

   • Target 8.5: By 2030, achieve full and productive employment and decent work for all women and men, including for young people and persons with disabilities, and equal pay for work of equal value.
   • Indicator 8.5.1: Average hourly earnings of female and male employees, by occupation, age group, and persons with disabilities.

2. SDG 10: Reduced Inequalities

   • Target 10.2: By 2030, empower and promote the social, economic, and political inclusion of all, irrespective of age, sex, disability, race, ethnicity, origin, religion, or economic or other status.
   • Indicator 10.2.1: Proportion of people living below 50 percent of median income, by age, sex, and persons with disabilities.

Analysis

The article discusses age discrimination in the workplace and provides tips for jobseekers to combat age stigma during the job hunt. Based on the content of the article, the following SDGs, targets, and indicators can be identified:

1. SDG 8: Decent Work and Economic Growth

The issue of age discrimination in the workplace is connected to SDG 8, which aims to achieve full and productive employment and decent work for all. Age discrimination can hinder older workers’ chances of finding employment and equal pay for work of equal value.

2. SDG 10: Reduced Inequalities

The issue of age discrimination also relates to SDG 10, which focuses on reducing inequalities. Age discrimination can create inequalities in the workplace based on age, limiting opportunities for older workers and perpetuating stereotypes about younger workers.

3. Targets and Indicators

Based on the content of the article, the following targets and indicators can be identified:

• Target 8.5: By 2030, achieve full and productive employment and decent work for all women and men, including for young people and persons with disabilities, and equal pay for work of equal value.
• Indicator 8.5.1: Average hourly earnings of female and male employees, by occupation, age group, and persons with disabilities.
• Target 10.2: By 2030, empower and promote the social, economic, and political inclusion of all, irrespective of age, sex, disability, race, ethnicity, origin, religion, or economic or other status.
• Indicator 10.2.1: Proportion of people living below 50 percent of median income, by age, sex, and persons with disabilities.

Table: SDGs, Targets, and Indicators

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Source: washingtonpost.com

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