Chris Autry, a seasoned professional with three decades of experience in building, opening, and managing corporate call centers, recently faced unemployment for the first time in over 30 years. At 64 years old, he believes that ageism may be a factor in his prolonged job search following a corporate downsizing. Despite applying for approximately 500 positions, he has experienced a mere 12% response rate, leading to numerous interviews and follow-ups. Notably, he has observed a correlation between virtual interviewing methods and his progression in the hiring process, feeling that phone interviews consistently result in further consideration while video interviews do not. Autry has contemplated that his attire and demeanor during interviews may portray him as "old school," potentially contributing to age-related biases.
Similarly, another job seeker, Randy G., who wishes to remain anonymous, found himself unexpectedly facing challenges in securing a permanent position as a graphic designer at the age of 62. Despite initially underestimating the length of his job search, he eventually recognized the possible influence of ageism. Both Autry and Randy G.'s experiences reflect a broader trend perceived by many older workers, with studies indicating that age discrimination resulted in significant economic losses in 2018.
Recognizing the need to address age discrimination more effectively, a bipartisan group in Congress reintroduced the Protecting Older Workers Against Discrimination Act. This proposal aims to counteract a Supreme Court decision that established a higher burden of proof for age discrimination compared to other forms of discrimination. The proposed bill seeks to restore the legal rights of older workers and align the burden of proof for age discrimination claims with that of other discrimination claims.
Despite the challenges faced by older job seekers, the workforce is experiencing a significant increase in older workers. With nearly one in five Americans aged 65 and over engaged in paid work, organizations are urged to recognize the advantages of a multi-generational workforce and to incorporate age into their diversity, equity, and inclusion efforts. Additionally, AARP provides resources to help individuals address age discrimination in the workplace, offering guidance on age-proofing resumes and encouraging the documentation of any discriminatory encounters, which is often challenging to prove.