Ageism is real; talented individuals in their 40s and 50s face unfair bias at work. Effective teams thrive by blending seasoned wisdom with youthful energy. Rose Fass explains how to leverage experience across all ages
There’s a shift happening in the workplace that we need to address, and it’s more pressing now than ever before. Ageism, once something that primarily affected those nearing retirement, is now creeping into the lives of professionals much earlier. I’m seeing it firsthand in the tech industry, where talented individuals in their early 40s are already facing bias. In many other sectors, being over 50 can make you feel as though you’re considered past your prime. This is a narrative that needs to change – and fast.
The rich tapestry of life experiences that older employees bring isn’t just an asset, it’s a necessity
So, what’s driving this shift? It’s a mix of factors, but a big one is the assumption that younger workers are naturally more in tune with the rapid technological changes we’re all navigating. There’s this pervasive idea that once you hit 40, you’re suddenly out of sync with the latest tech. That’s not just inaccurate, it’s short-sighted.
Harnessing experience for adaptability and innovation
Experience brings with it a remarkable ability to adapt, and those of us who have weathered a few decades of change know how to roll with the punches. We’ve seen trends come and go, and we’ve learnt how to stay relevant and effective.
We also can’t ignore the demographic shifts in the workforce. People are living longer, staying healthier, and they’re far from ready to throw in the towel. These are professionals who aren’t just holding on – they’re leading the charge, driving innovation with a depth of experience that can’t be found in a classroom.
Yet, as job roles evolve, demanding more dynamic and constantly changing skillsets, there’s a dangerous narrative forming that aligns these roles with a younger demographic. This is misleading and does a disservice to the incredible value that older professionals bring to the table.
What we’re missing here is the immense importance of embracing talent across all ages. If we’re serious about tackling ageism, it’s not just about tweaking a few HR policies. We need a cultural shift – a deep understanding that the best teams are those that blend the wisdom of experience with the energy of youth. This isn’t just a nice-to-have; it’s essential for any business that wants to stay competitive.
In today’s fast-paced market, the skills and experience of workers over 40 are more than just valuable, they’re indispensable. These are the individuals who have lived through economic cycles, weathered storms, and emerged with a broad perspective that is critical for sustainable growth.
They bring stability, critical thinking and a wealth of knowledge that you simply can’t replicate with someone fresh out of school. And perhaps most importantly, they’re the ones who can mentor the next generation, helping younger workers navigate the complexities of today’s business world.
Soft skills for effective leadership
Let’s also talk about the soft skills that older employees often excel at – emotional intelligence, resilience and interpersonal communication. These are the core skills that define great leadership. It’s not just about knowing how to do the job; it’s about understanding the nuances of workplace dynamics, handling conflicts with grace, and fostering a collaborative environment. These are the skills that take years, even decades, to hone, and they’re often the difference between a good leader and a great one.
Experience shapes us in profound ways. The lessons we’ve learnt from our mentors, the challenges we’ve faced and the mistakes we’ve made contribute to how we show up at work.
As an executive coach, I see the power of experience every day. Executives who are committed to continuous learning and reflection are the ones who grow, both personally and professionally, and this growth is what drives their organisations forward.
Integrating experience into business culture
We need to challenge age stereotypes head-on. The rich tapestry of life experiences that older employees bring isn’t just an asset, it’s a necessity. It fuels our ability to innovate, adapt and lead effectively. By integrating these experiences into our daily operations, we tap into a powerful source of insight and leadership that drives success.
So, the next time you’re thinking about who’s best suited for a job, don’t just look at the date on their birth certificate. Look at the wealth of experience, the depth of knowledge, and the soft skills that only come with time. That’s where you’ll find the real value.
Rose Fass is co-founder and Chair of fassforward Consulting Group
