Age discrimination in hiring is not just a feeling. It is a documented pattern. Studies consistently show that older applicants receive fewer callbacks, even when their qualifications exceed those of younger candidates. Knowing this is not about despair: it is about going in with your eyes open and your strategy sharp.
The signs are not always obvious. A recruiter who stops responding after asking your graduation year. A job posting that lists “5 years of experience” for a role that clearly needs 20. An interviewer who keeps circling back to whether you are “comfortable with new technology.” These are patterns worth noting, and in some cases, worth documenting.
Under the Age Discrimination in Employment Act (ADEA), employers cannot refuse to hire, fire, or treat you worse because you are 40 or older. If you believe you have experienced discrimination, you can file a charge with the EEOC at eeoc.gov at no cost. Many employment attorneys also offer free consultations for age discrimination cases. Keep records: save job postings, emails, and notes from conversations with timestamps.
The most powerful thing you can do right now is position yourself so the bias has less room to operate. Use a LinkedIn headline that leads with value, not tenure. Focus your resume on the last 15 years. Let your skills and results do the talking. You cannot control every employer’s assumptions, but you can control how clearly your value comes through.
Join the conversation. The EO50 Community Board is a free, supportive space for people over 50 navigating job loss and career transitions. You are not alone in this.
This is part of the Empower Over 50 Daily Message series, a daily resource covering job search, finances, mental health, and reinvention after 50.