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When Experience Gets Dismissed: The Quiet Weight of Age Discrimination at Work

By: Zenia Pearl V. Nicolas There’s a strange irony in the workplace today. You spend years building your career, gaining skills, navigating challenges, growing into someone others can depend on. Then one day, all that experience? It suddenly works against you. You’re seen as too expensive, too traditional, maybe not “a cultural fit”. Not because you can’t keep up. Not because you’re falling behind. But simply because you’re not 28 anymore. This is what age discrimination looks like. And it’s happening far more than we like to admit.

It’s Not Just You. It’s a Pattern

A recent survey from Resume Now revealed that 90% of workers over 50 have felt ageism in the workplace. Let that sink in–nine out of ten. It shows up in all the ways that don’t always make headlines. Being overlooked for promotions. Having your input dismissed in meetings. Getting paid less than younger coworkers for doing the exact same job. Or worse, being subtly nudged to retire or “take it easy”. These moments add up. And they chip away at the confidence of people who have spent their lives showing up, doing the work and mentoring others along the way.

The Law Says It’s Wrong. But Culture Still Allows It.

The Age Discrimination in Employment Act has been around since the 60s. On paper, it protects workers over 40 from unfair treatment. But paper doesn’t change culture. And culture is where the real problem sits. Sometimes, it’s blatant. Like when IBM executives called older workers “dinobabies” in internal messages. That case settled out of court but the mindset behind it? That hasn’t gone anywhere. Sometimes, it’s subtle. A job post asking for “digital natives.” A recruiter who insists someone is “overqualified.” A hiring manager who wants someone “hungry,” as if seasoned professionals can’t be.

Especially in Tech, Age Is the Elephant in the Room

In Silicon Valley, being over 35 is sometimes enough to be considered old. Some companies quietly design job applications that push older candidates out, asking for college email addresses, setting strict experience limits or relying on AI filters that favor younger profiles. Workday, a major HR platform, is currently in the middle of a lawsuit for this exact issue. Their software allegedly screened out applicants over 40. A judge now asked them to reveal which employers used the system. Technology may be moving fast, but fairness can’t lag behind.

When We Ignore Age, We Waste Potential

Older professionals aren’t out of touch, they’ve been through transitions before. They’ve worked through crashes, crises and pivots. They know how to lead when things are uncertain. That wisdom doesn’t slow teams down. It strengthens them. But too often, age is treated as a liability instead of the asset it really is. Layoffs disproportionately hit older workers. Performance improvement plans are used as quiet exit strategies. Advancements are given to younger, less seasoned employees, not based on ability, but due to preconceived notions. In many workplaces, older workers often sense isolation, left out of meetings, projects and even in decision-making processes. The outcome? Businesses miss opportunities for understanding, commitment and guidance.

We Need to Change How We Talk About Inclusion

When companies talk about DEI, age is usually the last topic in the room, if it’s mentioned at all. But inclusion isn’t just about race or gender or background. It’s also about acknowledging eveyr stage of professional life. It’s time for age to be part of the conversation. And not just on legal documents or training slides but in real decisions. This is exactly the kind of honest dialogue that will take center stage at hrX Malaysia 2025. If you care about building teams that reflect the full scope of talent, experience included, this event is where real solutions begin. It’s not just a conference. It’s where the next generation of inclusive leadership is being shaped.

You Still Belong

If you’re an employee who’s ever been told to step aside, know this: your value didn’t disappear. Your experience isn’t outdated. And no algorithm or assumption should be the reason you’re dismissed. If you’re an employer reading, ask yourself, what kind of culture are you shaping? One that quietly lets bias pass? Or one that makes room for every voice, every age, every contribution? Because the truth is, age doesn't make someone less capable. It makes them more equipped.

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