Ageism goes both ways. I am 19, have a 'going through puberty'-ish voice, and work at a high profile IT company. I was on a bridge call with some more experienced people, and after I announced I was dropping off the call, some person made a few remarks like 'don't go having any wild parties', and 'your mother and I've been talking' etc etc., of course, this was hysterical to everyone else on the bridge, but the guy who said the things (who only had heard my voice about a couple times the whole call), wasn't apologetic at all. It was quite embarrassing, and whether he was joking or being harsh/chastising is questionable. I did feel quite down and out of place after that. Nothing to really get my jimmies rustled over, but it did get me to google ageism and post on this blog. Just thought I'd share an experience from the other side of the coin.

i think that this artical is very helpful with the idea of ageism which i do believe plays a big part in the job market today.

We can't win. I'm 50, supported myself steadily for close to 30 years, and now suddenly am deemed unemployable due to my age. As if I've never worked a day in my life or something. As if I've become indecent for remaining alive this long.
Have you noticed the ads capping the minimum years experience required? The standard is 3-5 years. Isn't that a subtle way of stating no one over 25 need apply?
Our willingness to take a cut in salary is even more of an embarrassment to employers who would rather dole out higher salaries to younger workers anyway.
I'll probably become a bag lady once my unemployment runs out. After a year of searching, I can't even get a job paying minimum wage. There is no longer any place for me. I've become useless and obsolete in the workforce. Like a dinosaur on the verge of extinction because I am too young to collect social security and too old to get hired.

Ageism is essential to the success of American corporations today. Try getting a job in engineering if you are over 45, you'll see.

There are two main reasons for this.

Culture: Generation Y's disdain for Boomers makes it extremely difficult for the two to coexist in the workplace. Therefore companies are actively excluding Boomer's from consideration for many jobs, in order to prevent corporate cultural collapse.

Health care costs: The lower the average age of the workforce, the cheaper the insurance coverage. Don't kid yourself.

I am very computer comfortable. I have been working with computers for nearly 30 years and have "grown" with them. I am now into CMS websites and have no trouble building on an already strong skill set. Although I can "keep" a job, I cannot get a better job no matter how hard I try. Maybe because I am 56.....

Ageism is alive and well especially in the age of technology. However, I think that being "of age" has its advantages in the restaurant industry. I'd rather have a seasoned restaurant manager than a young whipper snapper!

Ageism can work both ways. The expertise and contributions of people who are younger than 40 can also be discounted. However, it is more commonly associated with people over 40 years old, so much so, that there was legislation passed against it. Unfortunately, I have found that ageism is rampant, but particularly so in the fields of public relations, advertising, and social media, where I and my 40+ colleagues encounter it on a fairly regular basis.

Ageist remarks and policies can be difficult to detect, particularly if people are not sensitive to age as legitimate (and desirable) difference.

Here are some examples that come to mind, although there are many more...

• An HR recruiter is frustrated because digital and PR agencies reject her candidates for being "too experienced" or "too senior" for positions for which they are qualified. (These terms are commonly used in age discrimination in hiring).
• In a PR volunteer organization meeting, a woman proposed inviting Diane Rehm as a guest speaker for a signature event. The chairman of the event rejected the suggestion, joking that the noted media personality was too old.
• A successful advertising executive who had managed important national accounts is let go when he reached age 50.
• A 20-something speaker on a social media panel made the analogy to an audience of primarily under 40 y.o. participants (but including several 40-60 year old participants) that companies that didn't use social media appropriately were like "creepy old men" who tried to fit in at a night club.
• The 20-something president of a social media organization refers to something she doesn't like as "retarded," apparently oblivious that older women with families in her audience may have children, including children with cognitive disabilities.
• The younger, childless planners of PR and social media events routinely schedule professional development events at 8:00 a.m. in the morning, when professional women with school-age children are taking their children to school or bus stops, thereby effectively excluding professionals who happen to parents from participating.

I think it bears discussion: why would a professional make an ageist remark? Why would a company institute an ageist policy?

There are many reasons.

• Ageism is still accepted as okay in our society. People who would never dream of dropping a racist or sexist remark in networking situations, will freely (and unconsciously) make ageist remarks.
• PR, advertising, and digital are highly competitive fields. There are far more people who want jobs than positions are available. In a competitive environment, it's common for people to disparage the attributes, experience or skills of others in order to appear more capable themselves, especially if they feel threatened by someone who appears more experienced. You will see this type of behavior in business graduate programs, for example, where minority students and female students are on the receiving end of subtle (or not so subtle) racist remarks or exclusion. It's easy to detect when it's sexism or racism; less so when it's ageism. It's just, unfortunately, how some people and groups operate under stressful conditions.
• Birds of a feather flock together. It is natural to associate with people who are in the same life stage as yourself. After age 40, these differences between generations are less acute, because people age 40 and up share common life experiences (marriage, bearing and raising children, the loss of a parent, owning a home, starting a business, etc.) People who are over age 40 can relate to people in their 20s and 30s because they have experienced those life stage events themselves (college, first apartments, first jobs, etc.) but the reverse is not true. Much is said about adapting to Millenials in the workplace, but you don't often hear about the need for Millenials to try and understand people older than themselves.
• For some younger people, I think older people represent something too close to their fears. In our society, people commonly fear becoming old. Also, people in their early to late twenties are often still at the point where they are separating -- emotionally and financially -- from their parents. So they may feel uncomfortable interacting with a person that is an older generation in professional situations (such as a subordinate or peer), because of this internal struggle (whereas a person in their 40s does not typically have the equivalent reluctance to engage with someone who is twenty years older, for example.)
• Companies, unfortunately, have a lot to gain by practicing ageism. Although older professionals bring much needed experience to a business or organization, they are more expensive for companies. They tend to have families, so they use more costly benefits, and require reasonable amounts of leave, and can't travel as much or work extended hours, or socialize after work. Their salaries are often higher. Some companies will let go people to avoid paying their retirement benefits. Younger people are less expensive to hire, are more willing to accept less than desirable work conditions and lower pay to obtain needed experience, and are easier to let go, and usually have fewer life circumstances that may interfere with work. I think the worst example of this is how many nonprofit organizations and PR companies exploit young interns, often not paying them at all, or using them to replace jobs which should be filled by regular employees (both practices violate the Fair Labor Standards Act).
• There is also the popular conceptions that older people are less skilled in social media, IT and other desirable skills. I have read that ageism is particularly problematic in IT, with some companies refusing to hire anyone over age 35! However, personally, I have not found it to be true that older people do not know how to use social media, or acquire new skills. Some of the people I know who are the best expert users of social media are over age 50. I have taught several Millenials how to use social media, myself.

How can ageism be overcome, particularly in these fields? I think professionals, networking organizations, and companies should thoughtfully approach how they speak and present themselves, and examine their perceptions. Just as we would be sensitive to create an environment that is inclusive of people of different backgrounds, genders, and orientation, we must also create that setting for people who are older than forty.

It exists. After 15 months of unemployment, I was hired by a software company founded by 3 dot boom millionaires. They loved me over the phone (I have a young voice) and my in person with a manager (late 30s) went really well (I also can pass for early 40s). One week in, they were very pleased with my work and learning curve. I have the skills and a fast ability to learn. Second week, at customer site, I had supper one night with 3 guys (abt 25, 33 & 38). I'm 56. The 38 year old, a Sales Exec, went to management and said I was the wrong face for the customer. They had had inappropriate BAs before, and he didn't think I could be trusted to not make an inappropriate remark. They told me they were very particular about their customer facing image. Lesson learned - skip dinner and don't try to make friends with younger colleagues - especially those who talk about all the money they make and their favorite cartoon show - The Family Guy.

I am 58 and recently began what is considered an "entry level" job in the mental health field. I have had other careers and have chosen to begin this new endeavor out of a genuine interest in helping people.
Some of my much younger co-workers are friendly enough, but quite a few treat me like the invisible woman, or worse. Some seem outright hostile and/or distainful. It was disconcerting at first, but now I'm taking it all in stride.
At my age, you begin to have a different perspective and can tolerate ignorant and insensitive behavior coming from young people. I was one of them a long time ago, and someday, they'll be in my shoes.

Recently mandatoried retired from a law enforcement govt position. This is not a good time for a dedicated, experienced person of my age to retire. I am willing to work at entry level positions, and love to learn new skills and software programs. I have a four yr degree, other certifications, and clearances, along with having a strong command of Spanish. It shocks me that there is age discrimination! My dedication and dependability are a good match for an employer looking for these qualities. I am looking forward to many more years of working, and hope the articles of ageism and discrimination are not true.

Depends on the company--- but I think you're blowing it out of proportion. The "tech-savvy" hotty monster you have described isn't as experienced as an older worker at all!! ((...and the gen y, gen x labels are getting old.)) Older workers aren't as "tech-retarded" as you decribed either-- the computer and internet are tools that are easily learned. Also-- if you think being "tech-savvy" is "tweeting" to your moronic friends about what you had for breakfast--- get a life! If anything decribes where these "tech-savvy" dimwits are evolving, ie Twitter, than the older generation hasn't a damn thing to worry about.

As a staffing agency, we work with many different companies. The amount of discrimination against older people varies a good deal from one client company to another. I do not mean that anyone actually sites it as a reason for choosing. My feeling is that older workers are more acceptable in lower level job than higher salary jobs. Sometimes it seems it may have to do with the age of a hiring manager.

I would point out that most of our jobs require technical expertise and I see a lot of applicants in the older age groups with very up-to-date knowledge and experience.

AGEISM CERTAINLY DOES EXIST. INDUSTRY DOES NOT REALIZE THAT COMPETENCY DOES MATTER AS WELL AS DEPENDENCY. NO SICK CHILDREN TO ATTEND TO OR SUMMER VACATIONS INTERFERENCE SHOULD MATTER MORE THAN PHYSICAL ATTRIBUTES.

Ageism is essential to the success of American corporations today. Try getting a job in engineering if you are over 45, you'll see.

There are two main reasons for this.

Culture: Generation Y's disdain for Boomers makes it extremely difficult for the two to coexist in the workplace. Therefore companies are actively excluding Boomer's from consideration for many jobs, in order to prevent corporate cultural collapse.

Health care costs: The lower the average age of the workforce, the cheaper the insurance coverage. Don't kid yourself.

I am very computer comfortable. I have been working with computers for nearly 30 years and have "grown" with them. I am now into CMS websites and have no trouble building on an already strong skill set. Although I can "keep" a job, I cannot get a better job no matter how hard I try. Maybe because I am 56.....

If you doubt that ageism is real, all you need do is study the tenor of this article.

Now why would CareerBuilder assign a piece on ageism in the workplace to someone in the third or fourth decade of their life, with no real-world experience to draw reference from?

No, this is not a chicken-and-egg type of argument. Unless a person has actual experience in a subject, or at least takes the time to check credible references, they will not be qualified to posit the questions, "Do you notice increased ageism in the workplace? Or do you think the whole thing’s being blown out of proportion?"

"Increased" from what - the Dark Ages? And in today's economy, the "whole thing" is the only thing.

I speak from both reference and personal experience.

The way to address this issue is head-on, Not couched in cutesy allusions to PDA's and musical tastes.

There is nothing cute about the economic ramifications of workplace ageism. They are pervasive, ugly, and are tearing apart the fabric of our culture.

Ageism is alive and well especially in the age of technology. However, I think that being "of age" has its advantages in the restaurant industry. I'd rather have a seasoned restaurant manager than a young whipper snapper!

Age discrimination is terrible. I have never had a problem getting a job, since I turned fifty I can't get a job to save my life. I have been unemployed over a year, I apply every day but no one wants a women over 50

Does ageism exist? Yes. I saw it 20 years ago when I was barely 40 and being interviewed by a 20 year old; today I am in my early 60's and have been passed over for promotions, since my company restructured and hired all new and younger managers. My skill sets in every area match and exceed theirs, but that does not seem to matter these days; what managers look for is employees who mirror them and will make them look good. They are afraid of anyone who might compete with them. Qualifications for a particular job take a backseat to everything else. However, knowing that age discrimination is there and illegal is difficult to prove.

Ageism is real and effects older people in real ways. But we think Betty White has some lessons to teach us about what older people can do to counter ageism in the workplace (and elsewhere). Have more fun. Seriously. People today want to laugh, play, create together. "Bob" can learn how to send an email. But even more challenging will be learning to lighten up a little; and learning to treat his employees and co-workers like creative partners. Thanks for this article on an important topic. But Mary (above) is right: It goes both ways. http://www.arenewalenterprise.com/2010/05/leadership-lessons-from-betty-white.html

Ageism can work both ways. The expertise and contributions of people who are younger than 40 can also be discounted. However, it is more commonly associated with people over 40 years old, so much so, that there was legislation passed against it. Unfortunately, I have found that ageism is rampant, but particularly so in the fields of public relations, advertising, and social media, where I and my 40+ colleagues encounter it on a fairly regular basis.

Ageist remarks and policies can be difficult to detect, particularly if people are not sensitive to age as legitimate (and desirable) difference.

Here are some examples that come to mind, although there are many more...

• An HR recruiter is frustrated because digital and PR agencies reject her candidates for being "too experienced" or "too senior" for positions for which they are qualified. (These terms are commonly used in age discrimination in hiring).
• In a PR volunteer organization meeting, a woman proposed inviting Diane Rehm as a guest speaker for a signature event. The chairman of the event rejected the suggestion, joking that the noted media personality was too old.
• A successful advertising executive who had managed important national accounts is let go when he reached age 50.
• A 20-something speaker on a social media panel made the analogy to an audience of primarily under 40 y.o. participants (but including several 40-60 year old participants) that companies that didn't use social media appropriately were like "creepy old men" who tried to fit in at a night club.
• The 20-something president of a social media organization refers to something she doesn't like as "retarded," apparently oblivious that older women with families in her audience may have children, including children with cognitive disabilities.
• The younger, childless planners of PR and social media events routinely schedule professional development events at 8:00 a.m. in the morning, when professional women with school-age children are taking their children to school or bus stops, thereby effectively excluding professionals who happen to parents from participating.

I think it bears discussion: why would a professional make an ageist remark? Why would a company institute an ageist policy?

There are many reasons.

• Ageism is still accepted as okay in our society. People who would never dream of dropping a racist or sexist remark in networking situations, will freely (and unconsciously) make ageist remarks.
• PR, advertising, and digital are highly competitive fields. There are far more people who want jobs than positions are available. In a competitive environment, it's common for people to disparage the attributes, experience or skills of others in order to appear more capable themselves, especially if they feel threatened by someone who appears more experienced. You will see this type of behavior in business graduate programs, for example, where minority students and female students are on the receiving end of subtle (or not so subtle) racist remarks or exclusion. It's easy to detect when it's sexism or racism; less so when it's ageism. It's just, unfortunately, how some people and groups operate under stressful conditions.
• Birds of a feather flock together. It is natural to associate with people who are in the same life stage as yourself. After age 40, these differences between generations are less acute, because people age 40 and up share common life experiences (marriage, bearing and raising children, the loss of a parent, owning a home, starting a business, etc.) People who are over age 40 can relate to people in their 20s and 30s because they have experienced those life stage events themselves (college, first apartments, first jobs, etc.) but the reverse is not true. Much is said about adapting to Millenials in the workplace, but you don't often hear about the need for Millenials to try and understand people older than themselves.
• For some younger people, I think older people represent something too close to their fears. In our society, people commonly fear becoming old. Also, people in their early to late twenties are often still at the point where they are separating -- emotionally and financially -- from their parents. So they may feel uncomfortable interacting with a person that is an older generation in professional situations (such as a subordinate or peer), because of this internal struggle (whereas a person in their 40s does not typically have the equivalent reluctance to engage with someone who is twenty years older, for example.)
• Companies, unfortunately, have a lot to gain by practicing ageism. Although older professionals bring much needed experience to a business or organization, they are more expensive for companies. They tend to have families, so they use more costly benefits, and require reasonable amounts of leave, and can't travel as much or work extended hours, or socialize after work. Their salaries are often higher. Some companies will let go people to avoid paying their retirement benefits. Younger people are less expensive to hire, are more willing to accept less than desirable work conditions and lower pay to obtain needed experience, and are easier to let go, and usually have fewer life circumstances that may interfere with work. I think the worst example of this is how many nonprofit organizations and PR companies exploit young interns, often not paying them at all, or using them to replace jobs which should be filled by regular employees (both practices violate the Fair Labor Standards Act).
• There is also the popular conceptions that older people are less skilled in social media, IT and other desirable skills. I have read that ageism is particularly problematic in IT, with some companies refusing to hire anyone over age 35! However, personally, I have not found it to be true that older people do not know how to use social media, or acquire new skills. Some of the people I know who are the best expert users of social media are over age 50. I have taught several Millenials how to use social media, myself.

How can ageism be overcome, particularly in these fields? I think professionals, networking organizations, and companies should thoughtfully approach how they speak and present themselves, and examine their perceptions. Just as we would be sensitive to create an environment that is inclusive of people of different backgrounds, genders, and orientation, we must also create that setting for people who are older than forty.

It exists. After 15 months of unemployment, I was hired by a software company founded by 3 dot boom millionaires. They loved me over the phone (I have a young voice) and my in person with a manager (late 30s) went really well (I also can pass for early 40s). One week in, they were very pleased with my work and learning curve. I have the skills and a fast ability to learn. Second week, at customer site, I had supper one night with 3 guys (abt 25, 33 & 38). I'm 56. The 38 year old, a Sales Exec, went to management and said I was the wrong face for the customer. They had had inappropriate BAs before, and he didn't think I could be trusted to not make an inappropriate remark. They told me they were very particular about their customer facing image. Lesson learned - skip dinner and don't try to make friends with younger colleagues - especially those who talk about all the money they make and their favorite cartoon show - The Family Guy.

I am 58 and recently began what is considered an "entry level" job in the mental health field. I have had other careers and have chosen to begin this new endeavor out of a genuine interest in helping people.
Some of my much younger co-workers are friendly enough, but quite a few treat me like the invisible woman, or worse. Some seem outright hostile and/or distainful. It was disconcerting at first, but now I'm taking it all in stride.
At my age, you begin to have a different perspective and can tolerate ignorant and insensitive behavior coming from young people. I was one of them a long time ago, and someday, they'll be in my shoes.

Ageism is real. It is proven by the fair labor standards act, which says that it is supposedly unfair for children under 14 to work.

Recently mandatoried retired from a law enforcement govt position. This is not a good time for a dedicated, experienced person of my age to retire. I am willing to work at entry level positions, and love to learn new skills and software programs. I have a four yr degree, other certifications, and clearances, along with having a strong command of Spanish. It shocks me that there is age discrimination! My dedication and dependability are a good match for an employer looking for these qualities. I am looking forward to many more years of working, and hope the articles of ageism and discrimination are not true.

Depends on the company--- but I think you're blowing it out of proportion. The "tech-savvy" hotty monster you have described isn't as experienced as an older worker at all!! ((...and the gen y, gen x labels are getting old.)) Older workers aren't as "tech-retarded" as you decribed either-- the computer and internet are tools that are easily learned. Also-- if you think being "tech-savvy" is "tweeting" to your moronic friends about what you had for breakfast--- get a life! If anything decribes where these "tech-savvy" dimwits are evolving, ie Twitter, than the older generation hasn't a damn thing to worry about.

As a staffing agency, we work with many different companies. The amount of discrimination against older people varies a good deal from one client company to another. I do not mean that anyone actually sites it as a reason for choosing. My feeling is that older workers are more acceptable in lower level job than higher salary jobs. Sometimes it seems it may have to do with the age of a hiring manager.

I would point out that most of our jobs require technical expertise and I see a lot of applicants in the older age groups with very up-to-date knowledge and experience.

AGEISM CERTAINLY DOES EXIST. INDUSTRY DOES NOT REALIZE THAT COMPETENCY DOES MATTER AS WELL AS DEPENDENCY. NO SICK CHILDREN TO ATTEND TO OR SUMMER VACATIONS INTERFERENCE SHOULD MATTER MORE THAN PHYSICAL ATTRIBUTES.

There is some degree of ageism in the workplace and it is partly due to the cultural orientation of some the people who make hiring decisions. We live in a culture that sees more value in things that are new and visually appealing. People are judged based on when they completed their college education, how long they have been in the job market; and how physically attractive they are. A cute, recent grad trumps a seasoned professional. There was a time when wearing the right clothes and saying the right thing during an interview was important but not it’s how well will you fit into the company culture, when it leans toward younger people.