How to Go beyond Age Stereotypes: from Prejudices to Strategies (Part II)

Helen was on her way to Ron’s office. She knew it would be a difficult meeting because he was strongly against the hire of “older” people. Mike, the 55 year old applicant, had made a very good impression on Helen during the job interview and she was glad that John supported her decision to hire him. However, the biggest obstacle was Ron. Could she convince him? Ron gave Helen a big smile when he saw her entering his office. Helen could never guess whether his smile was genuine or fake but she always appreciated his politeness. “Hi Helen, I suppose you have good news… Am I right?” Ron asked Helen hoping to hear she was on his side. “Well, I hope a good applicant is always good news for our innovative company. I am talking about Mike...” She informed Ron about the job interview with the candidate and her decision to hire him immediately. A sudden phone call interrupted her. Ron excused himself and answered the phone: “Hi John, it’s great that you are calling. Helen and I are discussing a very delicate issue…. Yes, I know…Really? Hm.. Could you join us?” Helen didn’t know what John had said but she noticed how Ron frowned at the end of the telephone conversation. “Helen, I suppose you know how expensive it is to hire an older person. Our company doesn’t discriminate against older people but … Well…May I have a look at Mike’s resume?” Ron said trying to avoid the possible discussion about age discrimination in the work place. He looked quickly at the resume and grinned as if he had found something exciting: “Aha… he has a years gap! Why should I hire him if no one else would? There must be something wrong with him. What?” Helen was surprised and explained to him that a gap did not necessarily mean that a candidate was not appropriate for job positions but perhaps companies didn’t want to employ “older” workers. “A resume is not an alibi,” Helen continued, “I know that job seekers try to fill in the gap with some activity. Some gaps seem sometimes more like a canyon than a gap. By the way, Mike has explained to me what he has been doing but he didn’t think it was significant enough to write about in his resume.” Ron nodded pretending to agree but he was not going to surrender: “I understand that older people want to get a job because they need to pay bills. But an older worker can create serious problems and I am not willing to take risks - you can’t teach an old dog new things. To tell you the truth, I’d prefer a younger and smarter person who has good memory, energy, and no grey hair.” Suddenly John entered the office and immediately felt some palpable tension. “Sorry for being a bit late. Hopefully you have already agreed on everything,” he said spontaneously. “John, do you think a 55 year old works slowly and can’t adapt well to change?” Helen asked. “Hmm… I am not sure. People of this age group have less fear of making mistakes, are more open to taking on new learning projects, and are very experienced. Why not give them a chance? Helen, you know my opinion – it would be great to have Mike in my team,” John replied. “What exactly do you mean by “young”, Ron? We should not forget how often Barack Obama in his late 40s was referred to as young. I hope a 55 year old man doesn’t have to dye his hair to look younger or smarter,” Helen added ironically. John instantly exclaimed, slumping over: “Absolutely! If we reject on account of age, it will be unjust. Let’s give Mike a chance and offer him training and assistance at the beginning. He has a lot of experience and huge potential.” “I absolutely agree with John. We should change the unfair hiring policy in our company. Every organization needs both - experience and energy,” Helen’s voice was clipped. Ron was in a very awkward situation because he believed that people of the 50+ age group had no chance; but work and age discrimination was illegal. He looked dumbfounded and worried as if he hadn’t the courage to make the right decision. Would he make it?