Contribution has no age limit. But too often, opportunity does.
We often hear employers say they’re looking for experience, resilience and sound judgement.
Yet somewhere along the way, experience can become a reason to overlook someone.
When does “experienced” become “too experienced”?
Throughout my career in employment, education and training, I’ve seen people of every age succeed. What has always mattered most wasn’t the year they were born, but their capability, attitude and willingness to keep learning.
Yet many experienced professionals still encounter questions younger candidates rarely hear.
“Are you planning to retire?”
“Would you be comfortable reporting to someone younger?”
The words may differ, but the message often feels the same.
Ageism isn’t always overt. It can hide behind assumptions that experience means inflexibility, higher cost or resistance to change.
In my experience, the opposite is often true. Experience brings perspective, resilience, sound judgement and the ability to mentor others while navigating complexity with confidence.
The real question isn’t whether someone is “too old.”
It’s whether organisations are overlooking capable people because of assumptions rather than ability.
Have you seen age become an unspoken factor in hiring, or is your workplace genuinely valuing experience alongside fresh thinking?
Leave a Reply