The thriving California tech industry attracts people of all ages who have a background in technology. Despite the industry’s progressive reputation, age discrimination remains a barrier for older workers.
As technology rapidly evolves, the industry’s preference for younger talent shows no signs of turning around. Here are some forms of tech industry age discrimination to look out for.
Hiring bias
One of the most significant areas where age discrimination manifests is in hiring practices. Older candidates often face biases that favor younger applicants, with employers perceiving them as less adaptable or not as tech-savvy.
Job descriptions and recruitment efforts frequently emphasize the value of “fresh perspectives” and “energetic teams,” indirectly sidelining older professionals. It may seem minor, but these employer behaviors are unlawful and discriminatory.
Workplace culture
The culture within tech companies can also contribute to age discrimination. Many tech firms promote a youthful environment, complete with social activities and workspaces designed for younger employees.
Unfortunately, this can create a sense of exclusion for older workers, who may feel alienated and less likely to engage in these environments. Even if the discriminatory atmosphere is unintentional, it can still be a violation of state and federal laws.
Career advancement
Career progression is another area impacted by age discrimination. Older workers may find themselves passed over for promotion in favor of younger colleagues. Some may even feel they are being forced out of the workplace.
The stereotype that older workers are resistant to change or lack innovative ideas often lies at the root of age discrimination in the workplace.
Contrary to common belief, you have legal recourse amid occupational age discrimination. Getting experienced legal guidance can help you determine your next steps.