Chapter 1: Understanding Age Discrimination

Age discrimination poses a significant challenge, making it crucial to find ways to avoid encountering it altogether.

In a Forbes article, columnist Liz Ryan discussed the issue of age discrimination, highlighting a shocking revelation from a caller: “The recruiter informed me that the client deemed me too old for the position.” The reality is, as she explains, legal recourse is seldom an option. Even if a third party claims a hiring manager made an inappropriate remark, proving discrimination is nearly impossible unless the company hires someone utterly unqualified.

Ryan notes, “I hear more instances of age discrimination than any other forms of bias, such as gender or racial discrimination combined.” She suggests that many employers perceive older candidates as less adaptable or fear they are “overqualified” and will leave for better opportunities.

While Ryan offers advice on how to present oneself in a way that addresses a company's challenges, I believe her perspective is overly simplistic. Often, hiring managers may only see a candidate’s age, overlooking their qualifications. Furthermore, not every position allows for a discussion about “pain points.”

Though Liz acknowledges that focusing on business needs during interviews may not eliminate discrimination, she argues it can provide an advantage in the job search. However, I contend that ageism will always play a role in one’s corporate journey, and even if hired, age-related discussions are likely to persist.

A relevant example comes from Dan Lyons, whose book, "Disrupted," chronicles his experiences at HubSpot. Unlike most candidates, he was invited directly by the company president. Nonetheless, he faced numerous age-related challenges, such as being given an unconventional workstation and being overlooked by younger colleagues.

For instance, when a New York Times columnist sought to interview HubSpot's president, Dan, an experienced journalist, offered his assistance for the interview preparations, but was disregarded in favor of less experienced staff.

While I understand Liz Ryan's inclination towards positive, proactive strategies, the reality is that the corporate environment often demands a level of conformity. The notion that one can simply outsmart age discrimination with cleverness feels unrealistic.

Ultimately, the most effective way to address job discrimination, particularly age-related bias, is to not rely solely on traditional employment. Instead, consider launching a side hustle that could evolve into a full-fledged business. Even if you eventually secure a job, maintaining that side project can bolster your confidence and lessen the impact of discrimination. If setbacks occur, view them as opportunities for growth rather than failures.

For guidance, Chris Guillebeau’s book "Side Hustle" is an excellent starting point. Engaging in coworking spaces can also provide valuable networking opportunities. Additionally, seeking advice from a coach or consultant may prove beneficial.

Above all, trust your instincts. Through interviews with individuals who transitioned from corporate roles to self-employment, a consistent piece of wisdom emerged: “Trust your intuition.”

Cathy Goodwin, a former college professor, now serves as a marketing consultant and storyteller. Her upcoming book, "When I Get Old I Plan To Be A Bitch," set for release in July 2022, offers a candid perspective on aging, featuring titles such as “I Ain’t Miss Congeniality” and “Take This Pill and Shove It.” Click here to be notified about its availability.

Chapter 2: Practical Strategies for Overcoming Age Bias

The first video, "How to avoid age discrimination when applying for a job (according to a recruiter)" provides insights on navigating this complex issue.

The second video, "Overcoming Age Discrimination: Invest in Yourself and Lead!" emphasizes the importance of personal development in combating age bias.