Ageism in Tech: Are You Too Old for the Industry?

The average retirement age is expected to reach 67 by 2030, but this starkly contrasts with reality, where the average age for tech workers ranges between 29 and 38 years old.

So, what does 40 look like for techies, and what are they expected to do for the remaining 20+ years of their careers?

Ageism in tech has always been rife in Silicon Valley. It was previously guilty of heavily promoting a world of young professionals who ride on Google Bikes, sit on multi-colored bean bags, or play foosball during their breaks. However, as the pace of technological change ramps up, companies such as IBM are repeatedly hitting the headlines for blatant ageism against staff.

The rise of diversity, equity, and inclusion (DEI) in the workplace has dramatically improved the workplace, but ageism in the tech industry is the one ‘ism’ that remains largely unchallenged.

Despite aging being a universal problem impacting every employee, only 8% of companies address age in DEI initiatives.

Ageism haunts some tech workers, but the cruel twist is that nobody can escape it. How can we finally change the narrative and ensure that nobody is considered too old for a tech career?

Table of Contents Table of Contents

1. Key Takeaways
2. Ageism in Technology: The Reality Check
3. Common Myths About Ageism in Tech
4. 3 Ways to Stop Ageism in Tech
5. Personal Take: Walking into a Goodfellas Setup & the Truth Behind Friendly Firings
6. FAQs
7. References

Show Full Guide

Table of Contents

1. Key Takeaways
2. Ageism in Technology: The Reality Check
3. Common Myths About Ageism in Tech
Show Full Guide
4. 3 Ways to Stop Ageism in Tech
5. Personal Take: Walking into a Goodfellas Setup & the Truth Behind Friendly Firings
6. FAQs
7. References

Ageism in Technology: The Reality Check

Is AI Deleting the ‘Human’ From Human Resources?

According to CompTIA’s State of the Tech Workforce survey, workers over 55 comprise just 17% of technology professionals.

This is a worrying stat, especially considering that some recruiters are fueling ageism in the hiring process by leveraging AI tools that remove candidates from the selection process if their CV contains certain keywords. Even job interviews now often consist of AI monitoring everything from facial expression analysis to a candidate’s tone of voice.

We have already seen more than 100,000 tech job layoffs in the first six months of 2024. Amazon laid off 28% of its programmers and leaked emails suggested that bosses prefer hiring college students or recent grads over experienced developers.

This is one of countless examples of how older workers are often left on a virtual scrap heap as businesses turn to younger tech workers willing to work longer hours for less money.

Common Myths About Ageism in Tech

With most people expected to work until their 67th birthday, it’s time to change the narrative and retire myths about ageism rather than experienced employees to finally stop age discrimination in tech.

Myth #1: Older Workers Aren’t Tech-Savvy

Many think so-called boomers are scared of technology, worn down by life, and lazy. Thankfully, many inspiring individuals are busting that myth, like 77-year-old fitness influencer Joan McDonald. She is approaching 2 million followers on Instagram and has multiple brand partnerships, not to mention a fitness app.

View this post on Instagram

 

A post shared by Joan MacDonald (@trainwithjoan)

The fact that Joan did not think about keeping fit or social media until she hit 70 and is now rocking Instagram is all the proof you should need to understand that everyone can learn new skills, increase knowledge, and deliver value to the world at any age.

Myth #2: Older Workers Cost More

Some tech companies that hire older workers think it’s too expensive, with high wage demands, and candidates often want everything their way. By contrast, younger workers are perceived as happy to work longer for less, unlike older team members, who are less likely to work on the weekends due to family commitments.

However, older workers’ salary premiums are often justified due to the complexity of their tasks, their vast experience, and ability to deliver tangible results. If you zoom out to look at the bigger picture, older workers usually stay at a job longer than their younger teammates, and bad hires can cost up to $240,000 in expenses related to hiring.

When you do the math, older workers can save you both time and money.

Age discrimination isn't just unfair—it’s economically foolish.

Did you know ageism in hiring can cost your company big time? Here are some eye-opening stats:

Age discrimination costs the U.S. economy $850 billion annually. (Source: AARP)

61% of workers aged 45+ have seen or… pic.twitter.com/msfQ6x1yuO

— Phillip R. Kennedy (@prokennedy) July 6, 2024

#3: Younger Workers Are More Innovative

Many associate innovation and creativity with younger workers, but the reality is that businesses that embrace age-diversified work groups enhance innovation.

Magic happens when you combine the curious and innovative energy of the young with the accumulated knowledge and experience of senior team members.

Myth #4: Age Diversity Isn’t Important

There are binary arguments about which generation delivers the most value to a business, but every business needs diverse perspectives to serve its diverse range of customers. Rather than pitting the two groups together, we must celebrate how older employees can mentor younger ones while younger workers can introduce new technologies and fresh ideas.

Multi-generational teams are more resilient to change and can navigate various business challenges together. Studies also show that diverse teams outperform homogeneous ones.

Ultimately, our differences drive businesses forward rather than the loudest voice in the room, and this has to be a great thing.

This is a false binary.?Old vs. young framing feeds?stereotypes and zero-sum thinking. The best #workforce is age-diverse. I’d back a 25-yr-old #entrepreneur with a bunch of olders on his board, and I’d like to see some younger people on an older entrepreneur’s team. via @geekmc https://t.co/4mgB9K7tHq

— Ashton Applewhite (@thischairrocks) April 9, 2023

3 Ways to Stop Ageism in Tech

Education & Training

Highlighting common misconceptions about different age groups through open discussions can play a critical role in breaking down stereotypes.

Open forums can also encourage greater understanding and knowledge-sharing across teams.

Skills-based training should focus entirely on competencies rather than age for every employee, regardless of the date of birth.

Inclusive Hiring Practices

Exactly what is ageism in the workplace? Anyone who has ever been told they were overqualified for a role, yet an ad for that job states it’s looking for someone in the preferred age range of 25 to 35 could be a victim of ageism.

But society’s age obsession and lazy stereotypes are at fault and are possibly the biggest cause of ageism.

• Gen Z is portrayed as multitasking digital natives dealing with several devices simultaneously.
• Millennials are described as “technology-obsessed” people, not so loyal to their employers.
• And boomers got the reputation of being slow, stubborn, and willful know-it-alls.

It is about time the conversation was shifted to skills-based hiring and continuous improvement for building a more diverse environment full of talented people.

Mentorship

Gone are the days when the 25-year-experienced worker would take the young person under their wing and offer them one-way mentorship. Every day is a school day now, and every employee from age 18 to 65 is on the same journey of continuous learning.

This is where a certain amount of humility and acceptance comes in from older workers who, despite their years of experience, still have so much to learn from the younger generation.

Mentorship is a two-way street; those who are curious and take advantage of the opportunity will blossom by learning something from everyone.

Reverse mentoring can significantly impact an organization’s culture. One great example is a scheme that boosted the retention rates of 96% of millennials who took part.

However, none of this should be a surprise when, ultimately, every staff member wants to feel listened to and valued as a team member.

Personal Take: Walking into a Goodfellas Setup & the Truth Behind Friendly Firings

In my former IT life, I often saw parallels with Tommy getting whacked in Goodfellas and how loyal employees were quickly ‘retired’ from a company. These corporate whackings typically occurred when older employers were considered too old, outspoken, or stuck in their ways.

There weren’t any arguments or curses like in the movies. HR and their boss arrived smilingly; they came as friends, the people they worked alongside, and enjoyed good times. They always used to arrive at a time when the person was at their weakest and most in need of support, but they left the meeting room not with the promotion they were expecting but with a redundancy package and a taxi waiting outside.

Rather than accept my inevitable fate of one day having my employment terminated when I least expected it by a smiling face saying, “This could be a great opportunity for you,” I charted my own course for middle age.

I’m all too aware of how rare my story is and how this Goodfellas analogy will resonate with every reader who has witnessed corporate whacking.

Have you ever felt old for your job?

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