Experience sharpens judgment, boosts productivity, and teaches lessons that only come from years on the job. Yet, despite its value, companies continue to undervalue those with the most experience to offer.
Employers have spent the past decade championing inclusivity. Yet, our latest survey of 1,000 Americans over 50 by DateMyAge found that 73% of over-50s feel treated as if their best years are already behind them, and 62% believe that employers have written them off professionally.
Ageism isn’t just a workplace issue. It’s a cultural one. We wanted to explore it more deeply to challenge the idea that life and ambition have an expiration date.
Age bias, sometimes subtle but often not, presents a stubborn barrier for those in midlife. Companies ask questions about retirement plans rather than career goals, neglect to provide learning and training opportunities, and quietly exclude them from office social events. It’s no wonder loneliness, depression, and low self-worth are rampant among older workers.
Bias is discouraging, but you cannot let it bring your career to a sudden halt. Talent doesn’t have an expiration date. If you want to prove it, you need to maintain business as usual. That means growing, contributing, and delivering value. You need to show that age is just a number.
Maintain your worth
The older you get, the more people assume you’ve fallen behind. The best way to challenge this assumption is to be the person who knows everything. That means anticipating competitor moves, industry trends, and regulatory changes before they hit the headlines.
And don’t let your title confine you. Job descriptions don’t stay static, and neither should you. Look at what’s leading change in your industry—whether that’s artificial intelligence, sustainability, geopolitics, or something else—and identify the skills and knowledge that will deliver the most value to your employer. Not only does this keep you relevant, but it also rebrands you as someone who adapts, innovates, and grows, regardless of age.
Interestingly, a study published in Experimental Aging Research shows that while the workplace is rife with implicit age bias, explicit bias is far less common. This suggests that these attitudes are unconscious, and those who display unconscious bias are often far more open to working on it.
When you demonstrate that your knowledge is sharper than ever (and that you’re committed to evolving your skills), you leave little room for the assumption that you’re past your prime. You will likely find that your colleagues’ perceptions will shift quickly.
Deliver business-critical value
The reality is, nearly all older workers have their professional development stunted by ageism. And, sadly, I’ve seen too many senior professionals fall into the trap of setting learning aside and accepting their time is near, which only fuels the belief that they’re coasting towards retirement.
But instead of accepting ageism as fate, you should use it as motivation. Be the one pushing for training opportunities, designing new processes, piloting new technology, and calling for collaboration across departments. When you’re visibly driving progress, you’re making an impact that’s hard to discredit, especially when it delivers business-critical value.
Whether it’s growing revenue, cutting costs, or increasing market share, focus on delivering measurable impact. Even a modest process improvement could save your employer millions, and value speaks louder than stereotypes. If the numbers are positive, nobody will question how old you are. They’ll be asking what more you can deliver.
Shape your company’s future
Getting involved in projects that will shape the company over the next decade isn’t just a way to stay busy; it’s a way to stay relevant. Whether that’s market expansions, transformation initiatives, or sustainability programs, these are high-impact areas where your experience can make a measurable difference. And when you’re actively involved in building the future, nobody can question whether you’re stuck in the past.
Mentorship is another way to provide value that only employees with years of experience can offer. In exchange, by connecting with colleagues across generations, you gain insight into emerging trends, evolving tools, and fresh perspectives, which creates an opportunity for everyone to learn and grow.
And with a clear view of the up-and-coming talent, you can take ownership of planning for your exit. Retirement is inevitable, but it should be on your own terms.
Rather than waiting for management to make the call about your future, be proactive in guiding and developing your eventual replacement. Doing so demonstrates that you don’t intend on sticking around past your time, but that your mind is still firmly focused on fulfilling your duties, rather than planning for your future away from the workplace.
Overcoming age bias requires hard work
In an ideal world, age bias would have no place in the office. Unfortunately, that isn’t reality, but you cannot let bias dictate your path. If you slow down, step aside, and stop trying, you’re unfortunately only confirming the assumptions others have made about you.
The best approach is to pull up your socks, show your resilience, and get to work. Every time you take on a high-value project, teach a younger colleague something new, and contribute positively to the balance sheet, you’re sending a clear message: Age is no measure of ability.
