—�AND�MISCONCEPTIONS�—

ABOUT�AGEISM�AGAINSTOLDER�WORKERS�

THE�SHOCKING�TRUTHS

From subtle hints to blatant discrimination, older workers have seen it all. See why some of them have felt the need to dye their hair, adjust dates on their resumes or even have plastic surgery to appear younger. We reveal some of the real, unpleasant and shocking truths about ageism against older workers today, and what you can do to make a difference.

AGEISM�IS�GETTING…�OLD�

NEW�CHALLENGES�OLDER�WORKERS�FACE

WHAT�IS�AGEISM��EXACTLY?

“Ageism allows the younger generations to see older people as different from themselves; thus they subtly cease to identify with their elders as human beings.”

— Robert N. Butler, who coined the term “ageism” in his 1975 book “Why Survive? Being Old in America1”

IT’S�ONLY�GETTING�WORSE� Since the Great Recession, the growing skills gap has exacerbated the problem of ageism as people of all ages are fighting for a limited number of jobs.

Age discrimination charges now account for nearly 1 in 4 complaints filed with the EEOC.2 Between 2006 and 2012, the number of age discrimination claims increased by more than 6,000.3

LONG-TERM�UNEMPLOYMENT�AND�OLDER�WORKERS� 1 in 3 long-term unemployed individuals are afraid their age or experience works against them, according to a recent CareerBuilder survey. This fear is even more pronounced among individuals older than 55, with more than 90 percent saying their age is a contributor to their long-term unemployment.4

WE’RE�SEEING�VARYING�DEGREES�OF�AGEISM��Ageism in the workforce can range from discreet to obvious.

DISCREET OBVIOUS

Older workers finding themselves out of the loop Comments like “old lady” or “grandpa”

SOME�TRY�TO�“IMPROVE”�THEIR�OUTWARD�APPEARANCES��To improve their job prospects, many older applicants leave dates off their resume to hide their age, some dye their hair, and others are undergoing cosmetic surgery to look younger.

OTHERS�TRY�TO�ENHANCE�THEIR�MINDS��Four in 10 baby boomers surveyed in a 2012 AARP study5 said they had recently engaged in training, educational activities or certification programs to refresh their job skills.

DON’T�LET�MISCONCEPTIONS�ABOUTOLDER�WORKERS�DECEIVE�YOU

MISCONCEPTION��THEY’LL�LEAVE�ANYWAY��SO�WHY�BOTHER�HIRING�THEM?�Some older workers feel that even though they may have more experience than other candidates out there, employers won’t give their resumes a second look because they don’t want to invest in hiring and onboarding individuals they know will leave in a few years.

REALITY��Unless you can perform mind games, it’s impossible to guarantee that anyone from any generation will stick around for more than a few years, so why should it be different for older workers?

MISCONCEPTION��THEY�ARE�NOT�UP-TO-DATE�ON�THE�LATEST�TECHNOLOGY��

REALITY��Which industry are you in? How reliant is your business on every employee knowing cu�ing-edge tech tools? Have you assessed whether there are in fact technology skill gaps at your organization, rather than just assuming so? If you have, do you know if the candidate is willing and open to learn new technologies? They may be ready to dig right in — so empower them to do so.

MISCONCEPTION��THEY�WON’T�BE�HAPPY�HAVING�A�YOUNGER�BOSS��HR and career consultants point to the reality that older workers are reporting to younger bosses more and more these days. In fact, a 2012 CareerBuilder survey showed that more than 1 in 3 workers said they were working for a younger boss.6

REALITY��This is not a new phenomenon, and odds are older applicants already have experience working for and dealing with younger managers — and have no qualms with it. So stop for a minute and ask yourself if YOU’RE the only one hesitating.

MISCONCEPTION��THEY�ARE�PAST�THEIR�PRIME��

REALITY��Unless you’re a�empting to hire an NFL quarterback, you can’t be certain of that. There may be some physically strenuous jobs where this may be true, but what specifically does your industry demand? Keep in mind the wealth of wisdom and experience that older workers can bring to your organization.

MISCONCEPTION��THEY�WON’T�HAVE�AS�MUCH�ENERGY�AS�YOUNGER�WORKERS��

REALITY��Are you expecting them to run 10-mile marathons every day? What kind of “energy” does the job demand — strenuous, physical energy or mental energy? Older workers are traditionally known for having an incredibly strong work ethic, which means they will make sure the job gets done.

TIPS�TO�BUILD�A�MOREINCLUSIVE�WORKFORCE

THINK�ABOUT�WORKERS’�NEEDS�IN�TERMS�OF�LIFE�STAGE��NOT�AGE�

“Somebody in their 40s, for example, can be a grandmother for the first time or a brand new parent for the first time — that’s a life stage difference that ma�ers a whole lot more than age.

Somebody who’s 50 years old ge�ing ready to go out there on the job market would be an early career person and would be more similar to another early career person who’s in her 30s than she would be to somebody who’s been in the company for a long time who’s in her 50s.”7

— Jacquelyn B. James, a personality and developmental psychologist and co-director of research, primary data studies at the Sloan Center on Aging & Work at Boston College

TAKE�A�PROACTIVE�STANCE��Incorporate the older generation of workers into your business strategy. For starters, make sure your employee base mirrors your client base.

BE�FAIR�AND�IMPARTIAL�TO�GROUPS�OF�ALL�AGES�WITHIN�THE�WORKFORCE��If you say or do something on behalf of one group, make it broadly applicable to all groups within the organization so no one feels le� out.

MIND�YOUR�MESSAGING��Sometimes seemingly innocent messages can be misconstrued or taken out of context, so it’s important to check and double check the company’s messaging before it’s released.

Something as simple as “no experience necessary” in a job posting can alienate older and more qualified workers. Be cautious about cra�ing communication or messaging both within and outside the organization.7

no experience necessaryno experience necessaryno experience necessaryno experience necessaryno experience necessaryno experience necessaryno experience necessaryno experience necessaryno experience necessaryno experience necessaryno experience necessaryno experience necessaryno experience necessary

EMPHASIZE�THE�FACT�THAT�YOUR�ORGANIZATION�IS�INCLUSIVE��

“Broadcasting openness and inclusivity is a good thing to do regardless — and age is one element of that.”

— Jacquelyn B. James, a personality and developmental psychologist and co-director of research, primary data studies at the Sloan Center on Aging & Work at Boston College7

ABOUT�CAREERBUILDER®�Recruiting is complicated. CareerBuilder makes it easy. We understand as the economy changes, so do the needs of the businesses and individuals we serve. Whatever your situation, we’re here to empower you with the resources you need to find, hire and keep the best people. From candidates sourcing, to comprehensive, easy-to-understand workforce data, to so�ware that streamlines your recruiting process, our solutions are designed to make your recruitment strategy simple, fast and effective, so you can focus on your No. 1 asset — your people.

CONNECT�WITH�US�

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1Why Survive? Being Old in America by Robert Butler

2Forbes article “Fighting Aage Discrimination: New AARP Study” citing U.S. Equal Employment Opportunity Commission statistics

3U.S. Equal Employment Opportunity Commission

4CareerBuilder study, January 2014

52012 AARP Study

6CareerBuilder study, September 2012

7The Hiring Site article: “Forget About Age — Think Life Stage”