If you identify as a baby-boomer (or an earlier generation) and are looking for executive positions, chances are, you’ve faced ageism.

Employers’ reluctance to hire older employeesis multifaceted, though it’s typically financially motivated. Although unfair and unfounded, they fear that investing in an older employee won’t be worth the few years they have before retiring. However, the risk of turnover tends to be greater with Millennials and Generation Z. Often though, younger employees are more likely to take a lower salary because of inexperience in the field. The irony of that is, much of the older population is seen as technologically ignorant (lacking experience), which tends to keep them from acquiring those same executive positions.

History of Ageism

The term ageism was coined by psychiatrist Robert N. Butler M.D. in 1969. Ageism is the discrimination, stereotyping, and prejudice based on a person’s age. Butler saw that the racial prejudice and class biasesduring the 60’s, fueled negative attitudes towards aging. He predicted that age bigotry was there to stay. He was right.

In 1967, The Age Discrimination Employment Act (ADEA) was passed. It was intended to keep employers from discriminating against anyone based on their age. It was also intended to protect employees and potential employees from unfair processes. Although the legislature is clear on age discrimination, ageism in the workplace persists.

How Ageism Works at the Hiring Stage

According to research published by the Federal Reserve bank of San Francisco, job candidates between the ages of 29 and 31 received 35% more callbacks than candidates between 64 and 66. This is despite the fact that both groups had similar qualifications and skills.

Employers sometimes express age bias in the ads they place in newspapers or online job boards. For example, an ad may indicate that they’re looking for someone who is energetic and has high potential. These are code words for young.

Some firms focus on hiring recent college graduates or “digital natives” – candidates who grew up in the age of online technology. Despite how new this demographic is to the workplace, their chances of quick hire are much greater.

During the interview process,interview questions that focus on how long a potential employee plans on being with the company or what their future goals are, can be indicative of ageist undertones. It’s illegal for an employer to ask your age, but some try to get around it.

Many employers don’t realize they are discriminating against older applicants. Whether conscious or unconscious they feel that older workers:

• Don’t Have the Energy or Stamina: Their company is fast-paced and sometimes require employees to work overtime. They believe older workers don’t have the stamina and energy to keep up.
• Are Not as Tech Savvy: The company is using the latest cutting-edge technology. They don’t believe older employees are as up to date as younger ones. They also believe that older employees are too slow to adapt to the changes in new technology.
• Are Slow to Adapt to Change: They may want their employees to adapt to a fast-changing work environment. They don’t have the time to motivate older employees who are used to doing things a certain way.
• Will Command a Higher Salary: An older and more experienced employee can demand a higher dollar amount than a younger less experienced one.

How Older Workers Can Overcome These Obstacles

When applying for that executive position, there are things you can do bypass any potential age issues the employer may have.

First you need to fix your resume. There are a number of things you can do with your resume to help potential employers see past their biases.

One strategy is to include a career summary section. This is a great way for you to provide a concise description of your experience. You can use it to describe your past achievements and highlight the technical skills you have.

You may also want to remove the first few jobs you had, especially if they were low-level entry type positions. You should also remove graduation dates from your resume if you graduated from college more than 25 years ago.

Be sure to list every social media platform you use to show potential employers that you’re comfortable with the technology.

During the job interview, be sure to focus on talking about your experience and qualifications for the job. If the interviewer asks you an illegal question like how old you are, you have a couple options. You can respond by explaining the benefits that your age and experience bring to the position or you can express that you’re not comfortable answering because of the law against it.

If you’re trying to get a promotion with your current employer, make sure you stay up-to-date on trends and best practices in your industry. Also demonstrate your ability to adapt and learn trending technology.

You should see your age and experience as an asset, not a liability. When you feel confident with your skills and ability to execute a position effectively, the interviewer will feel that as well. Be sure to use examples from your previous position that have prepared you for a role that is innovative and how your longevity has encouraged growth.