Posts Tagged ‘Age Discrimination’

Over 50, facing interview in young persons field

Wednesday, December 9th, 2009

Question: Dear Cher,

I’m well over 50 but am in a “young person’s” field (computer game design). In my last company I worked from home for a company in California and they never saw me face to face so no problem. Now, though, I need to go to “in person” interviews. How do I keep my age from eliminating me from consideration?

Amy J., Newton, MA

Answer: Dear Amy,

You sound totally confident in your work skills, which should really be the largest qualifier.  However, you are right to pay attention to the vagaries of a one-on-one interview.

My guess is you already have an open attitude, since you have worked successfully in a youth oriented business and corporate culture.   You must have had to work with your peers in that environment, so I would guess it wasn’t a difficulty.

Though I have no way of knowing your appearance or personality, those will be key  concerns in a one-on-one interview.  They are important to anyone in an interview. 

Here are a few suggestions to help make the actual interview less daunting.

  1.  If you are not on LinkedIn, now is a good time to join.  You can then request a few recommendations from previous managers and colleagues.  I suggest you write a draft for them to use as a guide.  In the draft, mention both technical and interpersonal skills.  This will make it easier for them to write the recommendation and ensure the important topics are covered.  You might want to include words like, “As a colleague, Amy was a valued member of our work team.  She’s fast to adapt to changes in direction. Her positive attitudes, keen sense of humor and consistent professionalism have often been the model for co-workers during stressful assignments.”
  2. Ask  one or two of your younger, former team members, or someone you know who works in one of your target companies, for advice about your personal appearance.  If you haven’t met any of them personally, send them a picture.  Request their supportive comments on dress and hair style, and grooming in general.  Shoes, glasses and accessories advice will be helpful, too.  If changes are encouraged, approach a couple of professionals for assistance.   Good hair stylists and experienced personal shoppers (from a department store) are eager to help clients solve their various dilemmas.  You will need one great, not necessarily fancy or expensive, interview outfit with a couple coordinating pieces to mix and match for 2nd and 3rd interviews.
  3. Ask your hair and clothing advisors for the name of a good makeup artist.  You don’t have to buy all the products recommended, much less use all of them!  Pick what feels good and what you like out of the recommended products.

Remember, just do what feels comfortable or right for you.  Don’t think you will have to look as polished or put together for work every day once you’ve started a job.  Everyone takes pains with appearance for interviews.   It just makes good sense.

  1.  My final suggestion is not about appearance but attitude.   If your age seems to be an issue, try disarming the interviewer with attitude.  Wear a genuine smile, and let them know you realize you’re probably not the average age for those in this position.  Tell them you’ve always been part of a younger team, have mostly had much younger managers, and thrive in that atmosphere.  Be sure to mention your colleagues seem to have found working with you to be stimulating, and give them copies of a couple LinkedIn recommendations.  Best of all, if the interviewer is also noticeably younger, do your best to make them comfortable.  Don’t talk about family.  Tell them you have always thought their job must be particularly stressful, and takes skill and preparation to do it well.   Treat them like a valued friend, with honest respect and admiration.

 I could go on and on.  Aren’t you glad I won’t?  Good luck. If you have more questions just send them to ASK CHER!

Best, Cher

Age Discrimination At Its Ugliest

Friday, November 20th, 2009

Jeff 04 - Age Descrimination at its ugliestIn previous blogs, I have spoken out on age discrimination in the workplace, but unfortunately age discrimination comes in many shapes and sizes.  Last week my 88 year old Mother came face to face with age discrimination at its ugliest.   My Mother is a widow who lives alone and is proud that she is still sound of mind and able to take care of most of her own needs.  Last week she drove to a doctor’s appointment and then decided to go to Target because there was a sale on a medication she takes.  She had been to the store many times so she went directly to the medication aisle.  As she turned to enter the aisle, a younger woman wheeling a shopping cart followed her.  A short time later, the woman turned her cart to block the aisle and a man came at my Mother from the opposite end of the aisle urging the woman to move her cart and proceeded to bump my Mother twice.  Her wallet containing $84, two Macy’s gift cards she had received for her 88th birthday, a credit card and various forms of identification were stolen.   The police officer that attended to her told her that it was not uncommon for senior citizens to be robbed in this way.  She, however, already knew this because she had been physically attacked and robbed a couple of years earlier when walking with a friend after leaving a restaurant.

In both instances, “I felt both violated and humiliated.  Violated because instead of getting the respect I believed that age should bring, I was victimized simply because I was old.  Humiliated because I felt helpless to defend myself or deal with the stress caused by the robberies.”  It has now been five days and she hasn’t left her apartment yet.  As I sit here in anger and reflect on my Mother’s words, it has become clear to me that her words would also apply to someone victimized by age discrimination in the workplace.  Being laid off or replaced by an employer that seems totally indifferent to years of loyal and productive service has most certainly left many feeling violated.  The empty feeling of uncertainty as you begin to question whether you still have what it takes to continue your career when you know that your family is depending on you, can be both frightening and humiliating. 

Age discrimination in any form is just plain wrong! 

Supreme Court Soft On Age Discrimination

Thursday, October 29th, 2009

In my recent post as a guest blogger for InjuryBoard.com, they graciously allowed me to speak out on age discrimination, a topic that I am quite passionate about.   The blog focused on a Supreme Court decision last June that made it significantly more difficult to win a suit for age discrimination.  In a 5-4 vote on Jack Gross Verses FBL Financial, the court stated that the entire burden for proving his case rested on him and that the Company didn’t need to demonstrate that they had not acted with the intention of demoting him because of age.  The Supreme Court in effect, has made it more difficult for a plaintive to prove age discrimination than would be required for proving gender or race discrimination.  The Court has decided that the rights of mature workers are less important to protect.   This is not acceptable to OurExperienceCounts.com, AARP, Senators Tom Harkin and Patrick Leahy and Representative George Miller.

Bills have thus been introduced in both the Senate and House to correct the wrong done by the Supreme Court.  AARP Executive Vice President Nancy LeaMond said. “Their bill will protect older workers from being relegated to second class status when they try to vindicate their rights under the ADEA. Unless Congress passes this bill, too many older workers who have been victims of arbitrary age discrimination will be denied their day in court.”

Please take the time to contact both your local representative and senator to urge the passing of this bill and to make it clear that we are not second-class citizens.

Important New Age Discrimination Legislation

Last June, in the case of Jack Gross v. FBL Financial Services, Inc. the Supreme Court in a 5-4 decision, stated that older workers bringing employment discrimination claims must meet a higher standard to prove their claims of illegal bias than others who have been subject to unfair discrimination at work, such as discrimination based on race or sex.

In response to what we believe to be an unfortunate and misguided court decision, Senator Tom Harkin, Chairman of the Senate Health, Education, Labor and Pensions Committee, Senator Patrick Leahy, Chairman of the Senate Judiciary Committee, along with Representative George Miller Chairman of the House Education and Labor Committee have introduced companion bills to restore the rights of mature workers.   AARP Executive Vice President Nancy LeaMond said. “Their bill will protect older workers from being relegated to second class status when they try to vindicate their rights under the ADEA. Unless Congress passes this bill, too many older workers who have been victims of arbitrary age discrimination will be denied their day in court.”

We at OurExperienceCounts.com strongly support this important legislation that reinstates mature workers rights under the (ADEA) The Age Discrimination in Employment Act of 1967.  We recommend that you contact both your district representative and your two senators and let them know that this bill is one that should receive their vote.

An Interview To Dye For

Thursday, April 30th, 2009

You’ve just landed the interview of a lifetime

Cheerful senior business man in an office envi...Here’s the story.  You are an “experienced” worker who just landed an interview for the job of your dreams.  It’s everything you could ask for.  The job is close to home, pays well, and is right up your alley.  You have the right skills, you have the right amount of education and you have well more than the called for number of years experience, and that experience is in the same industry.  So far so good.

Since you are an informed job seeker you have done your research on this target company.  In addition to fair pay, they treat their employees well and their benefits package is good.  Digging a little deeper you find several things.  The company is doing quite well financially even in the down market, was founded in the mid 90’s, has a reputation for expecting a lot from their employees (> 50 hrs/wk) and they take great pride in having high energy and a young spirit.  You also find that the median age of their employees is less than 30 years old.

Your age shows in your appearance

Now, we all know that age discrimination is not legal in this country (excuse me a moment while I stifle a hearty laugh).  We also know that people in our demographic (over 45 or 50) wear their experience in their hair color and for some of the men in beard and mustache color as well.  So what to do.

Sell the value of your experience not the age of your body

Let’s look at this pragmatically.  You, the job seeker, need to understand what value you bring to the job versus what younger people bring.  A younger person may bring more current education, perhaps more energy, perhaps more willingness to work 60 hours a week.  You, on the other hand, bring job experience, an ability to work better with people (as a general rule), a sense of direction, an ability to see where things are leading (since you been down the same path before) and maybe more reliability .  You’re also not as likely to go on maternity leave (another topic that is illegal for a hiring manager to consider – right).  What you are selling about yourself is that you can leverage your experience to get the job done faster since you’ve been doing it for many years, get the job done right the first time, and can do the job better through your experience in past companies.  This is what you need to sell.  This is your marketing strategy.

Should you try to look younger?

a close up on a medicine bottle with a blank l...So, getting back to the title of this blog.  No matter what, if you’re 45 or older, nothing you do will convince someone that you’re 25 or 30.  But, will looking a few years younger by dying out the gray hair help you?  Maybe, maybe not.  If you are just starting to turn gray and are what we call “salt and pepper” it might be worth a shot to look 35 rather than 45.  It could make the difference in a tie breaker situation.  However, if you are way past that gray transition period it’s unlikely that dark hair will mask the other signs of aging like skin texture and wrinkles.  In this case I’d suggest not to bother.  Rather than making you look younger it may just make you look foolish.

Turn your gray from a liability into an asset

Whether you dye or not, go into that interview proud to be who you are and confident in what you bring to the job that the younger person cannot.  If you do, the gray can be seen as an asset, not a liability.  On the other hand, if you try to fool them into thinking you’re younger, then you are actually telling them that age is an important selection factor and are admitting that your age makes you a less desirable candidate.  You decide.