Ageism In The Workplace: Simply S. Reflects

“Ageism in the workplace is real.”

That (above sentence) was how I planned to start this post. I gathered statistics, collected examples and compiled tips on how to avoid being an “ism” of a certain age. In fact, a quick Google search of ageism in the workplace will reveal what I’m talking about. Being overlooked because of age is a real fear and obstacle older workers often encounter.

Additionally, starting a new career (either by choice or forced) in the midlife era can be even more terrifying. Despite having work experience and transferrable skills to utilize in a new job setting, those qualities don’t necessarily put older workers at an advantage or in a desirable light. Combine that with the fact it often takes several years for a new career to take flight, and suddenly—the job runway seems soul crushing. Seasoned workers may begin to wonder if there’s enough runway left to get a new career off the ground, as hopelessness casts a shadow over their futures.

All that said, my mindset shifted when I read an article on the Forbes website written by Caroline Ceniza-Levine. Granted, her words didn’t erase the unfairness of ageism or the brutal climb older workers face in their latter years. However, she did tear a crack into a perspective allowing a ray of hopefulness to shine through.

Inspiration for Ageism and Employment

Caroline advises the reader in her article to ignore the statistical evidence pertaining to the general job market for older workers. Instead, she encourages us to focus on ourselves—as unique individuals—creating our own individual career paths for the future. In other words, our journey on this planet is not mapped out with ageism data points. In contrast, we should veer off the pre-mapped ageism route and go our own individualized ways.

Caroline also points out it’s not our responsibility, at this particular time as job seekers, to fix ageism in the workplace. Our energy and focus can be put to much better use by concentrating on securing the best possible employment opportunities for ourselves.

The above made me think: “Is it really helpful for me to hijack people’s thoughts with doom and gloom data about ageism in the workplace?”

Trust me, I get it:

Starting over at 50: hard.

Unfairness directed at older workers: real.

Soul crushing pain due to starting over: paralyzing.

That said, I find myself wondering. Could the obstacles on an older worker’s shortened runway be directions or clues?

What if the closed doors we encounter are walls protecting us from experiences not in alignment with our values?

Or what if the “no’s” we hear are words of wisdom redirecting us in directions we never considered throughout our former working lives?

What if we leaned into our fears and silenced our thoughts? What would our minds and bodies tell us? Do we need to slow down? Change course? Find wellness? Reconnect with loves ones? Breathe?

What if the latter part of our career path becomes the success story that motivates those behind us? Or what if we are the generation(s) that begins changing how older workers are perceived in the employment landscape moving forward?

What If Our Lives Challenge Ageism Stereotypes?

Caroline writes, “…if you are moved by the plight of the late-career professional, there are multiple ways to give back. Once you land your dream job, you will be a success story for others.”

The above quote cracked open my defeated heart ever so slightly.

“What if,” I thought? “What if my career journey into the unknown has a great ending? Could my life become the success story someone else finds inspiration in?”  

I’m not going to lie. Earlier I wanted to give up on everything career-related. One job opportunity fell through the cracks today, while another job slowly falls through the gaps. The hunt for stable employment in my midlife years continues to compromise my wellness and outlook for the future. So what did I do? I took a look at my own advice. As I reread what I’ve written so far on SomethingPriceless.com, I realized the jobs I keep chasing don’t support the mission and life my soul begs to have.

Sometimes–unanswered prayers or unanswered wishes are the greatest gifts of all.

With that in mind, I decided against my original plan to share the horror stories of ageism in the workplace. Instead, I opted to share the reasons why having older adults in a work space is a truly wonderful thing.

Benefits Of Older Employees

Having older employees on staff can bring several valuable benefits to an organization. These benefits stem from their experience, wisdom, work ethic, and stability. Here are some of the advantages of having older employees in the workforce:

1. Experience and Expertise:

Older employees typically bring a wealth of experience and expertise in their respective fields. They have likely encountered a wide range of challenges and problem-solving scenarios, making them valuable resources for solving complex issues.

2. Mentorship and Knowledge Transfer:

Older employees can serve as mentors to younger colleagues, passing on their knowledge and skills. This knowledge transfer can help develop the next generation of talent within the organization.

3. Reliability:

Older workers are often known for their reliability and strong work ethic. They tend to have a strong sense of responsibility and commitment to their jobs.

4. Stability:

Older employees may be more likely to stay with an organization for an extended period, reducing turnover and associated recruitment costs.

5. Strong Work Ethic:

Many older workers have a strong work ethic and are dedicated to their roles, which can positively influence the work culture and set a good example for others.

6. Communication Skills:

Older employees often have well-developed communication skills, which can contribute to effective team collaboration and client/customer interactions.

7. Adaptability:

Contrary to stereotypes, many older employees are adaptable and open to new technologies and ways of working. They can bring their experience to bear on innovative solutions.

8. Leadership Qualities:

Older workers may possess leadership qualities and the ability to provide guidance and direction to teams.

9. Problem-Solving Skills:

With years of experience, older employees often excel in problem-solving, offering creative solutions to complex issues.

10. Diverse Perspectives:

Older employees contribute to a diverse workforce, bringing different life experiences and perspectives to the organization. This diversity can lead to more well-rounded decision-making and problem-solving.

11. Ethics and Integrity:

Older workers are often associated with a strong sense of ethics and integrity, which can contribute to a positive workplace culture.

12. Customer Relations:

In customer-facing roles, older employees can instill confidence and trust in clients due to their professionalism and experience.

13. Health and Safety Awareness:

They are typically more conscious of health and safety practices, which can help reduce workplace accidents and injuries.

14. Reduced Training Needs:

Many older employees have already received extensive training and education, which can reduce the training burden on employers.

15. Interpersonal Skills:

They often excel in building relationships and rapport with colleagues and clients due to their experience and maturity.

16. Continuity:

Older employees can provide stability and continuity to an organization, especially during times of change or transition.

It’s important to note that age should not be a sole determining factor in hiring decisions, and age discrimination is prohibited in many jurisdictions. A diverse workforce that includes employees of different ages can be more productive, innovative, and resilient. Recognizing and valuing the contributions of older employees can help create a more inclusive and effective workplace.