By Anonymous
There comes a time in every woman’s life when she realizes that, in society’s opinion, she is no longer relevant. This is my moment.
Ageism is not fake news, but a reality that smacked me right in the face after I was dismissed from a job I had worked a decade to achieve.
The end came suddenly. I received an invite for a meeting that was slammed onto my calendar that morning as I was Ubering to the office. I wasn’t expecting it, at all. But, as a manager who has had to hire and unfortunately also lay off people as well, I could read the tea leaves. This was not good.
I was let go in a glass-enclosed meeting room where everyone could observe what was going down. I was also told I had to leave immediately, and could not say goodbye to my team. And I had to agree to a non-compete in order to get severance for a year. In other words, it was an exit not worthy of the years of dedication I had contributed to the company.
Suddenly, I was a 54-year-old Black woman on the market for a new job, but hamstrung. Because I had built strong relationships with others in the industry, I eventually was able to land a role at a tech company. And I absolutely loved that experience, diving into something that was experimental, but also a company that had so much EQ and care for its employees.
Sadly, that journey ended after two years when the CEO decided to change strategy. I quickly accepted a role at another digital publication I hoped would be a smooth transition but, honestly, it was anything but. The role, the mandate for clickbait, and the lack of interest in talent development for our teams did not bring me the joy my previous experiences had given me.
So, in 2023 I left, thinking, ‘Oh, I am talented and seasoned, and still have a lot to offer. I will find a job easily.’ Over 100 rejection letters later, I came to the realization that ageism/racism/sexism could be obstacles to consider in my job search.
I am now 60 years old and have pretty much given up hope that I will find a role that will accept me. Not because I don’t have the chops. It has more to do with who is making the HR decisions (young people who have no clue who I am, or freelance recruiters who are just sifting through resumes to fulfill a quota); a grueling job market for my industry (layoffs have been running rampant); and an overflow of people in the job market with the same level of experience I have. We are crabs in a barrel, fighting for survival.
Not knowing what to do next, I contacted author, workplace consultant, and assistant professor at New York University, Minda Harts.
Accolades aside, Minda is a friend who’s been in the corporate trenches and knows a thing or two. Here’s what she shared:
Do you believe that ageism exists in the hiring process?
One thousand percent. Ageism is another form of bias that erodes trust in our workplaces, much like the racial and gender biases I’ve addressed in my work. It’s part of the more significant issue of workplace inequity. Just as women and women of color face unique challenges in securing a seat at the table, tenured employees often find themselves pushed aside due to unfounded assumptions about their capabilities or relevance.
Why do you think it is harder for people 50-plus to find decent work in today’s marketplace? And how much harder is it if you are a woman, person of color, or LGBTQ+?
There’s a pervasive narrative about who belongs in certain roles, and unfortunately, that narrative often excludes 50-plus workers, especially those from marginalized groups.
For women of color over 50, the barriers are compounded. They’re not just facing ageism, but also racism and sexism – what we call intersectionality. It’s like having to overcome not just a glass ceiling, but a concrete wall. This intersection of age, race, and gender requires us to approach workplace equity with a nuanced, multi-faceted strategy.
Remember, diversity isn’t just about race or gender – it’s also about age and experience. True equity means creating workplaces where everyone, regardless of age or background, has the opportunity to contribute and thrive.
What do 50-plus employees bring to the table that younger folks might not?
Employees [over 50] bring a wealth of lived experience that’s invaluable in today’s workplace. They’ve navigated complex professional relationships, weathered economic ups and downs, and honed their emotional intelligence – all crucial elements of leadership that I emphasize in my work.
Moreover women of color in this age group bring the unique perspective of having often been “the only one in the room” for decades. This resilience and the strategies they’ve developed to succeed despite systemic barriers are incredibly valuable, especially as organizations strive to create more inclusive environments.
How can a 50-plus person combat the belief that they will be too expensive/too bored by taking a lower position than they are used to?
This ties directly into what I teach about self-advocacy and knowing your worth. A person [over 50] should approach this situation much like I advise women to approach salary negotiations – by clearly articulating their value proposition.
They can highlight how their experience allows them to work more efficiently, mentor younger employees, and navigate complex situations with ease. It’s about reframing the narrative from “expensive” to “high-value.” As for boredom, express enthusiasm for new challenges and learning opportunities.
Does retraining, going back to school, taking extension classes, or finding a different trade make more sense than trying to get something in your chosen field? If so, when do you know it’s time to pivot?
This reminds me of the career pivots I discuss in my books. Sometimes, securing your seat means finding a new table altogether. The decision to retrain should be based on a clear-eyed assessment of your industry, your passions, and the potential return on investment.
Signs it might be time to pivot include:
- Feeling consistently undervalued in your current field
- Seeing exciting opportunities in a new area that aligns with your values
- Noticing that your industry is contracting while others are expanding
Remember, it’s never too late to reinvent yourself. Many of the women I’ve mentored have found success and fulfillment in new fields, leveraging their existing skills in novel ways.
If you had any advice for 50-plus candidates currently searching for work, what would you tell them to keep them encouraged?
I’d offer the same advice I give to all professionals facing barriers at work: “You belong in every room, but not every room deserves to have you.” Your age is not a liability; it’s an asset. Here’s what I’d suggest:
- Own your narrative. Don’t let others define your value or capabilities.
- Build and leverage your network. Your years of experience have likely given you a rich one – use it.
- Stay current and curious. Demonstrate your adaptability and eagerness to learn.
- Seek out companies with a demonstrated commitment to age diversity.
- Consider entrepreneurship or consulting. Your expertise could be the foundation of your own business.