The Reality of Ageism in Tech: What Happens After 40?

By 2030, the average retirement age is expected to be 67. However, this starkly contrasts with the tech industry’s reality, where workers’ average age hovers between 29 and 38. So, what happens when a tech professional hits 40? What do the remaining 20+ years of their career look like?

The Persistent Problem of Ageism in Tech

Ageism has been a longstanding issue in Silicon Valley, a place once celebrated for its youthful culture—think Google Bikes, colorful bean bags, and foosball tables. But as technology evolves at breakneck speed, companies like IBM have repeatedly faced criticism for blatant ageism.

Although the rise of diversity, equity, and inclusion (DEI) initiatives has improved many aspects of the workplace, ageism remains the unchallenged “ism” in the tech industry. Despite aging being a universal issue, only 8% of companies include age in their DEI initiatives.

Ageism isn’t just a fear for some tech workers; it’s a reality. The question remains: How can we change the narrative and ensure that no one is deemed “too old” for a tech career?

Ageism in Technology: The Hard Truth

Is AI Exacerbating the Problem?

According to CompTIA’s State of the Tech Workforce survey, only 17% of tech professionals are over 55. This statistic is alarming, especially when recruiters use AI tools that can exclude candidates based on certain keywords in their resumes. Job interviews are also increasingly AI-driven, with algorithms analyzing everything from facial expressions to tone of voice.

In the first half of 2024 alone, over 100,000 tech workers were laid off, with Amazon cutting 28% of its programming staff. Leaked emails revealed a preference for hiring recent graduates over experienced developers. These are just a few examples of how older workers are sidelined in favor of younger, cheaper labor.

Debunking Common Myths About Ageism in Tech

Myth #1: Older Workers Aren’t Tech-Savvy

There’s a misconception that older workers are out of touch with technology. But inspiring individuals like 77-year-old fitness influencer Joan McDonald, who has nearly 2 million Instagram followers and multiple brand partnerships, prove otherwise. Joan didn’t even consider fitness or social media until she was 70, showing that anyone can learn new skills and provide value at any age.

Myth #2: Older Workers Cost More

Some tech companies avoid hiring older workers due to perceived higher costs. They assume that older employees demand higher wages and are less flexible than younger workers. However, older workers’ salaries are often justified by their experience and ability to deliver results. Older employees also tend to stay with a company longer, reducing turnover costs that can reach up to $240,000 for a bad hire.

Myth #3: Younger Workers Are More Innovative

Innovation is often associated with youth, but businesses that embrace age diversity see enhanced innovation. Combining the energy and creativity of younger employees with the experience and knowledge of older team members can lead to remarkable results.

Myth #4: Age Diversity Isn’t Important

The debate over which generation adds more value to a business is misguided. Every company needs diverse perspectives to serve a broad range of customers. Older employees can mentor younger ones, while younger workers can introduce new technologies and fresh ideas. Multigenerational teams are more resilient and better equipped to navigate challenges.

Strategies to Combat Ageism in Tech

1. Education & Training

Breaking down age-related stereotypes through open discussions can foster understanding across teams. Skills-based training should focus on competencies rather than age, ensuring that all employees have the opportunity to grow.

2. Inclusive Hiring Practices

Ageism in the workplace often manifests in job ads targeting specific age ranges or dismissing older candidates as “overqualified.” Shifting the focus to skills-based hiring can help build a more diverse and talented workforce.

3. Mentorship

The traditional mentorship model, where experienced workers guide younger employees, is evolving. Today, mentorship is a two-way street, with younger workers teaching older colleagues about new technologies and trends. Reverse mentoring programs can significantly improve retention rates and create a more inclusive workplace.

A Personal Perspective: Navigating Ageism in Tech

In my previous IT career, I often likened corporate layoffs to the infamous “Goodfellas” scene where Tommy gets “whacked.” Older employees, considered too outdated or outspoken, were quietly let go, often when they needed support the most. Rather than wait for this fate, I chose to chart my course through middle age.

This analogy will resonate with many who have witnessed or experienced the harsh reality of ageism in the workplace.

Have you ever felt too old for your job?