Gen X Job Seekers Encounter Ageism: ‘Adapt or Face Consequences

Gen X workers are facing significant hurdles in the job market, finding themselves passed over for roles in favor of younger candidates. This issue is compounded by factors such as mass layoffs, economic uncertainty post-pandemic, and rapid technological advancements, including the rise of AI. Age discrimination, although illegal in many countries, remains a pervasive concern, with studies showing that a significant portion of workers between 40 and 65 have experienced or witnessed age discrimination at work.

Gen Xers, typically aged between 44 and 59, are particularly affected by this trend. Leadership positions are often unavailable due to older workers delaying retirement, while ageism becomes a barrier when roles do open up. Managers may prioritize digital natives over Gen Xers under the assumption that younger candidates are more adaptable, despite evidence suggesting otherwise.

Christina Matz, an associate professor at Boston College School of Social Work, highlights the challenges faced by Gen Xers who are in the “sandwich” phase of life, balancing responsibilities like childcare and caring for aging parents while still needing to work for financial stability and career advancement.

Age biases manifest in stereotypes and misconceptions about older workers, who may be viewed as “doddering but dear” or out-of-touch with modern technology. Women in their 40s often face additional hurdles due to assumptions about their family responsibilities.

Anne Burmeister, an assistant professor at Rotterdam School of Management, emphasizes that perpetuating age-based biases contradicts the realities of an aging workforce and makes no business sense. Older workers bring valuable skills, expertise, and experience to the table, and organizations should leverage these assets through inclusive policies.

Matt Hearnden, a career coach, notes instances of ageism affecting his Gen X clients’ job searches, with hiring managers perceiving older workers as less up-to-date with technology. Adaptable skills and versatility can help older candidates overcome age-related biases during job interviews.

Adrion Porter, an age-inclusion advocate, challenges misconceptions about Gen Xers’ adaptability, noting their experience with mastering emerging technologies throughout their careers.

Addressing ageism requires inclusivity programs in the workplace, yet age often remains overlooked in diversity, equity, and inclusion (DEI) agendas. Organizations are urged to establish age-inclusive practices to fully harness the potential of their workforce.

Despite the challenges, Gen X workers like Nick remain hopeful and resilient in their job searches. They emphasize the value they bring to the workforce and advocate for recognition of their skills and capabilities, regardless of age.