Is 40 The New 65? Part 1
The Changing Face of Ageism in Today’s Job Market
I’m sure that you’ve heard this expression, or a variant of it: “70 is the new 60.” It is understood to mean that people are living longer, healthier, and more active lives and generally feel younger than their actual years. This is certainly a good thing. In this article, I will argue that if we switch the order of the ages in this type of statement, then we come to a very different conclusion. I call it “40 is the new 65” and it is certainly not a good thing.
The stigma surrounding age in the workforce is growing stronger than ever. In the past, employees were valued for their experience and expertise, but today, many professionals find themselves facing significant hurdles once they hit their 40s. Some hiring managers and recruiters may think that a 40-year-old candidate might as well be 65, since they are already “too old” to be competitive in the job market. But why has this happened? And more importantly, what can be done about it?
The Changing Face of Ageism in the Workforce:
Age discrimination in hiring is not new, but its scope and intensity appear to be reaching new levels, especially with the rise of tech-driven industries, remote work, and the growing emphasis on innovation. A person in their 40s was once seen as the age of peak career performance. Goals were reached, achievements were recognized, and the next steps up the ladder were anticipated. Nowadays, crossing age 40 may bring a whole new set of challenges to job seekers.
The “Myth of Too Old” may have started in areas such as tech, marketing and in startups of all sorts, but the fear is that the bias toward younger employees may be creeping into other areas as well. Employers, regardless of industry or sector, are increasingly prioritizing “fresh perspectives” and may be influenced by a focus on youth as the right answer to fill key positions. This trend may lead to qualified individuals being overlooked simply because they are perceived as less adaptable and don’t have the latest skills.
Why 40 May Be the New 65:
The Impact on Job Seekers:
Older candidates may be less likely to be invited to interviews as soon as they reach their 40s, despite having the skills and experience that employers need. This not only affects their livelihood but also harms the diverse workforce needed in today’s competitive market.
Shifting Industry Trends:
Many companies, particularly in fast-paced industries like tech, often prioritize youthfulness over experience, with a false assumption that younger workers are more tech-savvy, adaptable, or energetic.
The Silicon Valley Stereotype:
The glorification of young CEOs, engineers, and entrepreneurs who’ve made it big in their 20s or 30s has fostered a perception that youth equals success. Companies then project this image by hiring younger employees to remain competitive and “cutting-edge,” even if it’s at the cost of valuable experience.
Bias in Hiring:
Unconscious bias plays a significant role. Hiring managers may inadvertently view older candidates as “set in their ways” or less willing to learn new technologies, despite evidence to the contrary.
The “Overqualified” Trap:
Older candidates are often seen as overqualified, with the assumption that they will quickly outgrow the role or demand higher pay, which leads to employers passing on them in favor of younger applicants who are perceived as more flexible.
How to Address Ageism in the Workforce?
Next month, we shall continue this topic and discuss methods to counteract the age bias.
Stuart Weiner
About Stuart Weiner
Stuart is semi-retired and currently holds a fractional position as the compliance officer for an independent physician practice association in Brooklyn, New York. He also spends much of his time as an active member of PSGCNJ, helping others in their search for that next great job.
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