It’s easy to attach an “ism” to any obstacle we come across in our lives where we perceive something inherent to our being as a factor used against us. It’s easy, and very likely, correct.
Not always, but when it comes to our own lives we take our advantages and disadvantages quite seriously. We are naturally inclined to see what obstacles lie before us that are unfair. It’s hard enough just getting to wherever it is we are without also being considered lesser because of who we are when we got there. Make sense? No? I’ll explain.
I’m going to talk about myself because a) that’s the subject I know from which I can share accurate experiences, and b) I was an actor for over 20 years, so of course it’s going to be about me. The latter reason is actually legitimate beyond the egocentric suggestion it makes.
As an actor, I viewed “ageism” up close and personal, both from being an advantage and a disadvantage. Age is factored into every role, every actor auditioning who comes in the room receives a perception of their years. And there is a sexist-ageist determination especially for women. Until fairly recently, aging in Hollywood for a woman was the kiss of career death, while men kept receiving Lothario roles even as their jowls became like the curtains in a high school auditorium.
In fact, the joking comment I just made is an example of “ageism.” Every time we make an assumption, forward a stereotype, or make a judgement about someone that centers around their age, that is “ageism.”
Which means- ageism is unavoidable.
It is unavoidable, and yet, it must be examined and re-engineered if society is ever going to tap into one of its most useful and valuable resources: Experience.
Ageism ranges from benign to toxic, and unfortunately it is pretty hard to distinguish which is which. Someone joked to me, “Hey, give the old guy a break!” and they were laughing (so was I) as I gave them the wrong change from what I now call “the computer from Hell.” I don’t know the systems that people younger than me use as effortlessly as I used to dial a rotary phone. The “age-ist” comment was not meant to hurt and, in fact, I liked that it left me off the hook.
When age is a factor in hiring, however, it stands at the precipice of gross toxicity. But even there it can appear benign. Even invisible. Because there are myriad reasons to hire or not to hire any individual regardless of age. When a person of a higher age group (let’s make that line 55 and older for the sake of focus) applies for a job in their career field the questions are numerous (and relevant).
-Why did you leave your last job?
-What are your benefit requirements (they can steepen over the years)?
-Is this a career change and what is your agenda until you retire? Does that fit our companies needs or goals?
People of a certain age have made a certain amount of money. A new job may not have the salary levels an older applicant expects. Or requires.
Is it “ageism” if they aren’t hired? Yes and no. It is age-related, but not necessarily discriminatory if they don’t fit the job. At the same time, it is an age-related rejection if someone younger, who likely has no more experience required for the position, and surely commands less pay, is hired. It is age-related rejection if the company is considering how many years the older applicant is going to give the company. That is a logical concern, but it is still an age discriminatory concern. It’s also easy to cover up age discrimination. In fact, it’s even easier to believe it wasn’t age discrimination.
So…all I’ve managed to do is define ageism as an amorphous, hard to define, nearly invisible, often unintended, wide net of sometimes justifiable concerns.
Why then did I, in a previous essay, suggest that “ageism” was at play when I was looking for work at the age of 63? Because I believe it was, and I think several people reading here may relate. And, maybe, from our experiences, we can begin to form a plan to escape the prejudices placed upon being of a more mature station in life.
As I mentioned earlier, I was an actor for over 20 years. I had some success in an industry that employs only about 10% of its “applicants.” It is a tough profession to break into and to make a living, but I did. After 20 years I had a young family and we decided on a different reality to raise children. So I left show business to become a creative director in advertising. I was in my early 40s and received overwhelming acknowledgment of my skills. I could act, write, direct, and develop ideas on a highly experienced level.
I went to work for a company from my hometown in Iowa and they could not have been more pleased, respectful and accommodating. I thrived there for 17 years, accumulating even more experience in retail advertising and modern marketing platforms. My abilities in client relations were unique because I was a performer and could create pitch meetings and sell ideas, again, on a highly experienced level. My career accomplishments were not quiet events in a small midwestern town, we were a national company and the industry was aware of my contributions.
Without going into great details, in 2020 Covid hit the industry hard. It hit every industry, but retail automotive which was our bread and butter, tightened its collective belt and advertising agencies downsized and digitized. My expertise was not on the docket for at least the short term because my niche with new ideas, pitch meetings, client visits, and traditional media executions were cut. And I was let go.
Soon it was clear there would be no long term relationship either as the company adapted its products to this new reality. I was not going to be asked back.
Here I was, 4 years from retirement, and with bigger bills. My wife and I are a two income family and I needed to bring in new income. So with a 40 year resume that included television shows as an actor, a producer, a writer, with thousands of scripts and hundreds of television and radio commercials, with a national profile as an idea guy with an excellent reputation, I went on the market.
Resumes sent out, LinkedIn profile, phone calls, emails to request interviews, chatting up connections and….nothing. A year later….nothing. Unemployment was up and my phone had not rung even once. How is this possible? I’m hardly a secret. Even a cursory investigation into my credentials shows that I have a talent for being unlimited in the ways I can help a company. Eventually I drew a conclusion-
I’m an executive salary and, frankly, how many years, people must be asking, does he have to give before he retires? Realistic concerns for a company, to be sure, but it is also a repudiation of my stature, experience, and credentials that are now defined by decades. At least in terms of starting a new position.
That is “ageism.”
Eventually I formed a consulting company with two other retirees from related areas (public relations, customer service, journalism) and we book short jobs based on our experience. We provide useful information without bending budgets (and we don’t need the health plan). That’s a great value from retired professionals and is a way of countering ageism.
My latest foray into retirement design is being documented here on my blog and is getting some wider attention. I took an entry level job at a smoothie business to reconnect with my youthful, energetic ambitions and to experience the fast pace of retail sales using modern business tools. It’s a way to invigorate my day without the career concerns of money or advancement.
Is there ageism in the workplace I go every morning from 6 to 9 to prep fruit and greet customers? Credit must go to the owners, to my son, to the younger employees, and to the older employees because I’ve never felt ageism there. Except when I create it. And I do every time I say, “Hey! Give the old guy a break! The last time I used a cash register it went ‘ka-ching!’” I’m trying to make my mistakes forgive-able…I should probably stop.
How do we break the chains of age discrimination?
I’m impatient and am creating my own work on my terms, but that is my personal methodology. I am sharing those experiences because I believe they can help others to expand their concepts of retirement value, but there is a bigger picture. It is the landscape of cultural misappropriation of age and the prejudices that confine worthwhile and productive human beings.
This is a big one. There are level one answers: Educate ourselves and others about the impact of ageism in society. Being mindful of the language we use when talking about aging. Becoming advocates for encouraging the hiring of older people (or to take age out of the equation whenever possible). Critical evaluation of media literacy and how Hollywood includes and portrays age. Supporting the organizations like AARP which work to combat ageism and to embolden people with information.
And, lastly what I think is the level two solution- TALK. It is talking about all of the above. Start conversations about age. Raise awareness even if you are not of an age that is being judged. But what age is that? Ageism can be on the other end of the life spectrum, as well. And we all get older. It will catch up to you.
Contribute to reducing the stigmas attached to age. Share the stories and the results of age-related issues.
From the “old” actor-turned-advertising exec-turned-life explorer: Talk amongst yourselves.
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