Embracing the 21st-Century Workforce: Why Age Should Never Be a Barrier to Employment

Hello All:

I've mentioned recently of a little crisis I had back in December in which I lost my job. Rest assured, I've landed a new one and am in a happier place. But over the weekend I had an enlightening experience which led to reflect on how employers go about interviewing and hiring candidates--mainly, when it comes to the older worker which many of us agree do receive a considerable amount of discrimination.

Shortly after being laid off (as in the very next day) I had an interview with a promising employer. My resume was rock solid. I interviewed well. I met all the criteria and even passed the little hands on test in the lab. Well, I didn't land the job. No hard feelings, right? The other guy was just better qualified, right? But they didn't just hire one other guy. They hired a large group of people, my colleagues, at the same company that I had been laid off at!

It was weird. I wasn't sure what to think about it. Why all of them, but not me. It didn't take long for me to realize that it's because I'm nearly 55. 

Now I'm not complaining. Really, I think my current gig is better. But my objective is to address the millions of employers out there who seem to be hanging onto 20th Century thinking when it comes to the older worker. I hope I can at least reach a handful of these employers and reassure them that the older worker is an excellent investment for the company. It's time to move out of the 1970s perspective of the older worker.

Read on!

Embracing the 21st-Century Workforce: Why Age Should Never Be a Barrier to Employment

A few evenings ago, while preparing dinner with my wife, she mentioned something that hit hard: a company I recently interviewed with had hired several of my former colleagues from our last layoff wave—but not me. The realization stung. At nearly 55, I've come to believe age played a key role in that decision. It's a reminder that outdated stereotypes about workers in their mid-50s persist, even in the 2020s.

We need to move beyond the 20th-century mindset that labels anyone over 55 as "old," tired, or simply biding time until retirement. The reality is far different. Financial pressures mean many of us cannot afford to retire early—recent studies show Gen X households often have median retirement savings as low as $40,000–$100,000, far short of what's needed for a comfortable retirement. Many continue working not just out of necessity, but because we find purpose and fulfillment in our careers.

Gen X has grown up prioritizing health, fitness, and an active lifestyle. We're not slowing down; we're redefining what it means to age. Advancements in medicine, technology, and wellness allow us to stay sharp, energetic, and adaptable far longer than previous generations. This isn't the 1970s—people today are healthier, more engaged, and better equipped to contribute meaningfully well into their 50s, 60s, and beyond.

Reflecting on my own experience, the situation felt especially odd. I was among the first interviewed at that company, with nearly 25 years of specialized knowledge and a detailed resume showcasing proven results. Yet a large group of former colleagues was brought on—except me. It reinforced a frustrating pattern: too often, employers overlook seasoned candidates, assuming they're overqualified, expensive, or nearing an exit.

The evidence suggests this bias is widespread and costly. Recent surveys indicate that 90% of workers over 50 believe age discrimination is common in the workplace, with many reporting they've seen or experienced it directly. In tech and other industries, older workers are disproportionately affected during layoffs and hiring, despite bringing irreplaceable benefits: deep expertise, strong work ethic, reliability, lower turnover, mentorship for younger teams, and advanced problem-solving from years of real-world experience.

Employers who embrace experienced workers gain a competitive edge. We deliver consistent productivity, institutional knowledge, and a mature perspective that fosters innovation and stability. We take our roles seriously as a meaningful part of a balanced, purposeful life.

It's time for companies to catch up to the 21st century. The next time a candidate with decades of experience walks through the door, look beyond assumptions about age. Hire the talent, the drive, and the proven track record. You'll find motivated contributors ready to add immediate value—and build stronger, more resilient teams in the process.

Age should never be a barrier. Let's build a workforce that values experience as an asset, not a liability.