14/09/2025

ON SUNDAY September 14, 2025 X theSunday Special

I once applied for a fashion copywriter position at an established luxury goods company. The overall process was smooth. The interviewer was delighted by my experiences and credentials, and I thought we had chem istry during the interview. I even did well on the test given (based on their feedback). Weeks later, I was devastated after they told me that they decided to hire someone else, not because they’re better TXDOL¿HG EXW EHFDXVH WKH FRPSDQ\ WKLQNV I’m too old (I’m 36), they’re worried that I would get pregnant and that they believe someone like me would be distracted by family matters. It turned out that they wanted fresh grads so they could pay less. Maybe I dodged a bullet, because a few months later, I got a full-time job at my dream company as a digital writer. The interest LQJ WKLQJ LV WKDW WKH PDMRULW\ RI WKH VWD̆ DW my current company is under 30 years old. 7KH VDODU\ DQG EHQH¿WV SDFNDJH R̆ HUHG LV very generous, too. Have you ever faced ageism in the span of your career? It begins subtly. A hiring manager tells you you’re “overqualified”, a recruiter skips over your CV despite decades of experience or you’re complimented for \RXU ZLVGRP EXW R̆ HUHG QR IROORZ XS )RU older job seekers, these scenarios are all too familiar. Ageism, though rarely called out directly, remains a deeply ingrained Discrimination based on age rarely appears in black and white. No job ad will explicitly say, “we prefer younger candidates”, but the messages are often clear. You might never hear back from an application if you’re in your 50s, even with stronger credentials than a 28-year-old. Or you may be passed over for a promo tion because someone younger has “more runway”. barrier in today’s job market. Ageism by another name

According to the World Health Organ LVDWLRQ DJHLVP LV GH¿QHG DV WKH VWHUHRW\S ing, prejudice and discrimination against people based on age. Its impact isn’t PHUHO\ SURIHVVLRQDO ,W D̆ HFWV PHQWDO ZHOO EHLQJ ¿QDQFLDO VHFXULW\ DQG XQGHUPLQHV diversity in the workplace. “Ageism remains one of the last socially acceptable forms of discrimination. Unlike race or gender bias, it’s still often excused or rationalised in terms of business logic, even though it’s harmful,” Dr Michael North, associate professor of management and organisations at New York University, puts it bluntly. Malaysian landscape In Malaysia, the mandatory retirement age is 60. However, many workers stay active in the workforce well beyond that. Still, older job seekers face more formidable odds. A 2022 Department of Statistics Malaysia report revealed that labour participation among those aged 55 to 64 was just over 70%, compared to more than 80% for the 25 to 34 age group. Employers often assume older employ ees are less adaptable, more costly to hire, or unable to keep up with technological trends. But are these assumptions valid? Or are they lazy stereotypes that don’t UHÀHFW WRGD\¶V UHDOLWLHV" Multigenerational advantage One common myth is that a workforce comprising multiple age groups is more complex to manage. Yet international studies suggest the opposite. A 2020 report by AARP in the US found that age diverse teams perform better, especially under pressure. Experience, maturity and emotional intelligence complement the drive and fresh perspectives of younger team members. In environments where hierarchy remains deeply rooted, such as many Malaysian workplaces, the challenge isn’t a generational gap, but a mindset one.

Quiet bias in the job market

BY DAYANA SOBRI “It’s a fallacy that older equals outdated. In fact, research shows older adults often display stronger emotional regulation, better focus and higher work satisfaction,” Dr Laura Carstensen, founding director of the Stanford Centre on Longevity, noted. These are qualities that benefit any workplace, from boardrooms to client services. Bridging the gap: What older workers can do While structural issues exist, individual preparedness still matters. In a digital- ¿UVW MRE PDUNHW ROGHU SURIHVVLRQDOV DUH encouraged to adapt by updating their skills, learning new tools and presenting themselves as future-ready. A modern CV should focus on rel evance, not just the number of years worked. Tailoring your experience to meet current demands, whether in project management, leadership or industry-spe FL¿F WRROV PDNHV D VLJQL¿FDQW GL̆ HUHQFH Likewise, maintaining an active LinkedIn presence and engaging in short-term consultancy or volunteering roles can help refresh visibility. Confidence plays a vital role, too. Rather than apologising for age, candi dates should own their experience and frame it as a competitive edge.

Organisations that value both energy and experience are more likely to adapt and thrive in an uncertain world. Productivity isn’t just for the young One of the most persistent concerns about older workers is a decline in productivity or a lack of technological savviness. But research shows otherwise. A 2021 OECD report found that older employees are just as productive as their younger colleagues, particularly in knowledge-based roles and customer-facing industries.

Organisations that value both energy and experience are more likely to adapt and thrive in an uncertain world.”

Ageism remains a hidden but persistent barrier in today’s job market.