** As published on AESC Bluesteps
Author: Chris Swan
Perfect timing! Here I was thinking about the topic of ageism, when my wife suggested that we watch “The Intern.” I was not familiar with the story, but I quickly noted the relevance. The movie is about a 70-year-old (Robert De Niro) intern working at a start-up clothing retailer in Brooklyn. Assigned to a role under the friendly, but overly-busy CEO (Anne Hathaway), De Niro played a highly professional intern with 40-years of executive experience. Due to his noticeably calm and thoughtful demeanor compared to many others in the business, Anne Hathaway’s character eventually decides to reassign her intern because he is too “observant.”
Even though “The Intern” is just a movie, it still conveys valuable and translatable themes for the real world. Being mindful of others, going above and beyond on delivering what they need, and maintaining a sense of decorum go a long way in overcoming discrimination. Even while attempting to fight ageism, the movie grappled with discrimination in other ways, such as when it portrayed an older woman as less capable in the workplace. Rather than villainize others in the office, the De Niro character focused on the aspects of his job that were within his control, and tried to overcome the common stereotypes.
Imagine a world in which personal factors like gender, appearance, age, religion, or sexual preference did not matter. Decisions would be made strictly upon one’s accomplishments, probable impact, and perceived potential. The problem with humans is that we are instinctual creatures, so we learn to trust our gut decisions. When confronted with a business judgement, strategy options, or personnel choices, we combine intuition with imperfect data to predict which outcome is most likely or least painful. Hiring decisions are among the most subjective and risky decisions organizations make. Executives are challenged to decide on a candidate with limited insight on past performance and personality, and consequently choose poorly at times.
Daniel Kahneman won a Nobel Prize for showing the world how biases within our subconscious play a role in our daily lives, including hiring practices. Older workers must often overcome stereotypes, such as an assumption that they are more financially secure than younger folks or that they are weak in the use of technology. In addition, older workers may have served in an executive position in the past, so hiring managers may feel concern that the candidate will not be as satisfied performing in an individual contributor role.
So what can older workers do to avoid stereotypes, remain valued, and improve their chances for landing a new role?
As older workers, our strength is in our maturity. We need to take responsibility for being the “adults” in the room, particularly when the going is rough and everyone else is gloomy. You have been here before (perhaps several times), so you know how to weather the storm. Help others right the ship while staying positive.
Some other tips on using your enhanced experience as a positive:
Clearly, if you are mentally, physically, or financially injured because of unfair treatment due to your age, you may have a case for legal action. However, in the vast scheme of life those moments tend to be break-even events; even if you win a settlement, the time, effort, and distraction from your other activities may diminish the value of your win.
The world is a better place when we all treat each other with respect and fairness. Even if you cannot counteract every stereotype, remembering to utilize your age as a strength can make a tremendous difference.
The painful pinch of skyrocketing gas prices is hitting just about everyone’s pocketbook. Right now, the average national cost of gasoline across the nation has surged to over $5 per gallon, reaching all-time records and soaring 50% higher than a year ago. “What people aren’t talking about is that the increase in the cost of renewables is much, much less than the increase in the price of fossil fuels —
read moreAlmost every company in America, large or small, is feeling the pressure of the current labor market. Not only are prospective candidates receiving multiple offers, but the rate of counteroffers from their current employers has astronomically risen. In a market such as this, company leaders and hiring managers are having trouble differentiating themselves from the competition to recruit and hire talent.
read more