How to Tackle Ageism in the Tech Industry

“Young people are just smarter!”

Remember the notorious comment made by Mark Zuckerberg?

The then-Facebook CEO had made this comment at a Stanford event in 2007. And while the Meta CEO (38 years old now) may have had a change of heart since, the ageist attitude reflected in the statement holds sway in many segments of the tech industry even today.

It is unfortunate to see that despite the spectre of talent shortages and the persistent focus on diversity, equity, and inclusion to widen the skill pool, older employees often still face a negative bias.

Also, the age considered ‘too old’ in tech is far younger than other industries’ standards.

A recent study by CWJobs revealed that the average UK tech worker starts experiencing age discrimination as early as 29. Colleagues consider them ‘over the hill’ by the time they hit 38, leaving 35% feeling that they are classed as too old for their role and 32% afraid of losing their job. Similar research by a Sweden university puts the too-old age at 35 years. And surveys show that over 40% of tech employees considered overage have witnessed or undergone age discrimination.

Have you ever been at the receiving end of this age discrimination? If so, here are five valuable strategies you can use to deal with the situation.

1. Understand you are valuable

   Ageism does not only result in direct discrimination, but it can also result in older employee underperformance. Experts note that constant exposure to negative bias can make older workers anxious. They cannot focus and perform optimally. A vicious spiral gets created, making the negative age stereotype a self-fulfilling phenomenon.

   Guard against this negativity consciously.

   You are a working professional, not a liability. Your experience in the field has equipped you with a level of practical knowledge that rookies can’t compete with.

   You have had exposure to multiple concepts and fields over the years, making you a multi-skilled person who can quickly build on prior knowledge to pick up new skill sets. Given the focus on inward mobility today, this makes you an invaluable asset to an organization.

   You also hold immense value as a potential mentor who can guide newcomers trying to navigate the organizational mazes.

2. Cultivate a beginner’s mind

   Fresh recruits have one huge advantage – a beginner’s mind.

   A Zen concept, the beginner’s mind refers to our unique mindset when we approach something new. We are curious about the concept and approach it eagerly. No expectations, preconceived notions, or past experiences to limit our view. We are open to possibilities and knowledge.

   However, the paradox is that the more we know about a subject, the more likely we are to close our minds to further learning. (The I-know-it-all trap.)

   Ensure that you ditch the trap and cultivate a beginner’s mind. Ask questions, stay curious, and most importantly, stay intellectually humble. Sure, you know a lot, but there is a lot more you need to learn. And maybe it is the youngster in the room who can teach it to you.

   Also, while experience is valuable, don’t let it hinder future learning.

3. Specialize, stay updated

   A strong skillset is your best shield against ageism. Stay ahead of the innovations and changes in your field. Opt for cross-training, subscribe to blogs/podcasts, and set aside dedicated time for upskilling … To stay relevant, you need to stay updated.

   Of course, this does not mean you must stay on top of everything and struggle continuously to keep up. A better strategy is to pick an area of specialization and gain deep domain knowledge. As you become an expert in the area, not only does your value to the organization rises, street cred soars too.

4. Network to get ahead

   You have been in the industry for a while now; leverage your connections. Tap into their perspectives. Understand changing requirements, figure out the company’s pain points and assess whether you need to upskill to stay relevant.

   Your network can help you find new opportunities and obtain sponsorships as well. Often, as you rise through the ranks, references become as essential as the resume. Your connections can come in handy here

5. Call it out

   While the industry is waking up to the fact that they cannot afford to discriminate against an expertly trained demographic with vast experience and practical knowledge, as an older employee, you need to safeguard yourself against ageism too.

   So, if you encounter ageism, intended or unintended, call it out.

Research indicates that most of us will be working longer than earlier generations. Turn your age into an asset by using the strategies outlined here.