#ageism

If EM-service 5 & Age > 35 & CL = 55 then celebrate
Age = Age +1
End loop

I would be curious to hear from folks that feel like they aren’t being considered for spots due to age. I know I have two other bad marks against me, white and male. But I’d honestly like to hear some feedback. More me personally I keep getting told it’s competitive out there but then I think maybe they forget that emails go out with who got selected for positions.

How is HR or someone at the top think this is a good idea. Several highly tenured employees are being put on 30 plans who have never received warnings or prior poor ratings. If this is the plan to move out employees without paying severance, this should be illegal. #concern #ageism #unethicalHRpractice #values #ethics

I’ve noticed a lot of posts from employees who are feeling anxious, especially those with longer tenure. But if you look at the RTO and data science groups, most of the people who ended up on PIPs were actually under 40.
When a manager isn’t technical, they often rely heavily on the more experienced people in the team. Those employees frequently position themselves as “mentors” or “coaches” to younger staff — sometimes as a way to stay relevant. The reality is that in the age of AI and rapidly evolving tools, not everyone keeps their skills current, and performance gaps can show up. In some cases, that wrong team dynamic ends up putting younger employees at a disadvantage.
A big part of the issue is XOM’s structural design. Opportunities aren’t distributed evenly, and we end up having some people doing tasks for years.

https://www.hcamag.com/us/specialization/employment-law/former-att-director-alleges-return-to-office-mandate-drove-out-older-workers/570973

A former director is suing the company for age discrimination related to the RTO and relocation BS. She specifically cites Stankey’s remarks in 2023 about the employee demographics skewing too old. Too much to ask first but boy would it be awesome if they got nailed for this!

You are all missing the point on NRE. It was never about conferring a benefit on older workers. Precisely the opposite. The purpose of NRE was to put pressure on older workers that the company no longer wants and convince them to voluntarily leave at 55 with gratitude to their management who kindly kept them on for a few years as the bogus performance reviews piled up.

The so-called elimination of NRE is likely the combination of two things: 1) no more protection for those who are clearly abusing the system, and 2) dialing up the pressure on the targeted older workers to leave voluntarily with even more gratitude toward the managers who could have let you go but worked the system to squeak you over finish line .

Stop wasting your energy on this lawyering-up cr-p. Not much has changed except that older workers will now find themselves compelled to plant a big wet one on their boss’s backside as they voluntarily exit. Anyone who has made it this far in their career can surely find the strength to pucker up one last time.

If you have been let go, How old were you when you were laid off, and what was your years in service?

Dell is the biggest offender of age discrimination in the industry. Everyone currently being laid off is over 40. Does anyone know someone currently being laid off who is under 40? I sure don't. Fu-K Dell!!

Ok i know this question is unanswerable because there are too many unknowns but here goes. I am early 60s. 30 years with Citi. Mostly 2/3 occasional 1/2. LEA a few years back. I'd like to quit this afternoon but financially I would be better off to stay a couple more years. If I stay they pay me for 3 years and I work. If I get RFI'd they pay me for a year. Does that make any difference?

Ttell FIS management that they don't want to be transferred as Cognizant discriminates age and country of birth.

Provide this evidence
https://www.duanemorris.com/alerts/it_firm_found_liable_intentional_discrimination_against_class_terminated_non_indian_1024.html

They want 50k employees almost universally making less than 6 figures. That means everyone making more than that and over 40 years old need to be made as miserable as possible until they quit. Performance and knowledge DO NOT MATTER. Leadership believes all this work can be done for pennies by AI and offshore. There are plenty of H1Bs out there to replace you in their little slave commune in Frisco, TX, right next door to the new campus. The more of you that leave on your own, the less of you they have to fire. That is how they sleep at night - they think they are doing you a favor by letting you leave on your own terms instead of just firing you outright.

Exactly what @aj+1kn7ewyd6 said.

Anyone else noticing targeting older experienced employees to push them out .?

From the emails and town halls, they are outsourcing some departments in two waves. We are near the end of wave two. We all received the email that future waves are not planned at this time.

But with AI, tension internationally, cheaper international call centers, demand for product changes, who knows what the future looks like.

And to the comment: umm yes, if they let people go they are probably age 40+. The people that continue work here are also over age 40 on average. Not sure why you made a comment on age, oh because you don’t work here.

So in the Morrisville, NC office it seems just about all of the layoffs were older employees 60+. I think there were enough older employees it might be worth a conversation with an attorney. Nothing definite, just get a professional’s point of view.

Well they got me yesterday. I was in the hospital January for a stroke, still recovering and one year away from retirement. The best they could muster was an email. I was the only person let go on my team and also the oldest at 66. The least they could’ve done was a face-to-face layoff but being the cowards they are they hid behind a computer somewhere. In all honesty, I hope they burn to the ground.

It does seem like, on average, older more experienced people were laid off. Anyone else notice this? Our group is half gone, and it's ALL the older folks - I'm not talking really old, just over 40.

Every layoff round seems to disproportionately affect older employees. Is the same true for this one?

Anyone else notice the Cognizant transitions hitting mostly people close to retirement? On my side, everyone 60+ got pushed to Cognizant while younger folks stayed. Feels off—anyone seeing similar across teams? Just curious if it’s a pattern or coincidence.

Layoffs at Meta last year allegedly targeted older workers at higher rates, according to a new lawsuit. Former Meta Senior Director of Monetization Analytics, Nicolas Franchet, who worked at the company for 13 years, claims he was unfairly laid off because of his age.

https://gizmodo.com/meta-unfairly-targeted-older-workers-during-layoffs-last-year-lawsuit-claims-2000737045

So they're trying to push out the "older" sales reps. How is this allowed?

So how do they decide who is laid off vs who stays? I was laid off a couple of years ago (and then came back to a different role, lower pay grade) and there were 2 of us laid off from our team of 5 - I was 48, she was in her 50's; I'd been with the company 17 years, she'd been there 9 years (1 team member that stayed was older than her, the other 2 were in their 40's but younger than me but all had been there at least 7, with 2 of them 20).

With yesterday's layoffs, there were 25 HDP pharmacists let go. I've only gotten 5 names, but of those 5 all of them are in their 50's and closer to retirement than not. 1 of them has been with the company 10 years, the others all at over 18 years.

So are they trying to get rid of older people and/or those with tenure?? And if so, isn't that ageism?

In one region, they have laid off or fired BOAs 3x (that I know of ....there could be others) within the last year.

Pattern: All women over 50. All single wage earners, worked at EJ for several years and one was getting ready to retire in September. Told the news out of the blue on Zoom calls with Associate Relations.

Simply got rid of them to bring in younger inexperienced people.

If anyone else experiences this situation, call an attorney and the EEOC.

So, if a BOA meets the Rule of 70, but has just been terminated (to make way for a younger person), can they still keep their LLP?

Heard through the grapevine that the policies around age based employment protections have been updated and that employees with NRE status will no longer have that protection. Has anyone else heard of this?

Has anyone find that age is a part of the layoff decision making?

Somebody should tell Mike institutional knowledge is a thing.

Here’s a piece of advice for those still at Verizon: don’t hesitate to consult with an employment lawyer promptly when your management does something illegal. It’s been my experience that they get away with things because employees tend to let things slide. For example, you only have 180 days to file an age discrimination complaint. There have been many instances of management choosing an inexperienced “leadership development” candidate over a much more capable and experienced employee. Document as much as you can discreetly then consult with a lawyer. At the same time start applying elsewhere.

Making them face the consequences for their illegal behavior is the only way to put an end to it.

Does IBM severance agreement have a revocation period after signing if you are over 40 years old

I watched Fiserv push out a whole group of older folks last year, because they were too costly. They wanted young creative types instead, so they brought in new people. Guess what? The company still runs exactly the same way. Same bad processes, same broken systems, same stupid decisions. They changed the employees but kept everything else. Now we just have less experience and the same mess.

My boss just told me that he was asked to rack and stack his people. Seems that mid-April we will have a RIF.

He said this is going to be a big one. He was also asked about people over 50 in our group. Seems that the old folks are going to shoulder the brunt of this one.

He also shared that this will be both a salary and an hourly reduction.

Had a solid four years going until leadership changed and suddenly I was out. Before tech I was a director at a global company. Now at mid 40s with twenty years experience and an MBA, I can't get anyone to call back. Two months and not even a single interview. I know that doesn't sound long but it stings differently when you've worked this hard your whole life only to be dismissed.

Even a month later, I'm not over it. They pushed me out at 59 after seven years of top performance reviews and max bonuses. Almost everyone I know who was let go is over fifty. Some were just a few years from retirement. I'm sick about it every single day. Let my situation be a warning. You cannot trust any of them.

The recent influx of new hires in Spring, many of whom are early-career professionals, has required significant onboarding support—including mentorship, recognition, plus dedicated workspace and perks—to ensure productivity. In contrast, previous teams delivered results with agility, often relying on strong analytical skills and quick decision-making. It’s worth examining whether current strategies align with long-term business goals, especially given that recent growth may be tied to temporary demand spikes and uncertain future revenue. I had expected the company to maintain a more results-driven, resilient approach.

Link below...

# How Experienced Professionals Are Still Getting Hired in a Biased Market

Many late-career professionals are being pushed out of roles earlier than expected. Some are encouraged into early retirement despite not being ready. Yet a significant number are still landing strong opportunities. Their success is not accidental. It reflects a strategic shift in how they approach the job market.

The hiring system often works against older candidates. Automated screening, compensation assumptions, and implicit bias create structural barriers. Waiting for fairness is ineffective. The professionals who succeed adapt instead.

## 1. Rewrite the Resume Around Results

Most seasoned candidates write resumes that read like job descriptions. That approach fails. Employers care about outcomes, not responsibilities.

Instead of listing duties, quantify impact:

• Reduced time to hire by 35 percent by implementing performance metrics.
• Generated 12 million in revenue and captured 18 percent market share in nine months.
• Increased operational efficiency through process redesign and KPI tracking.

Numbers signal business value. Decades of experience provide a deep well of measurable results. That is a competitive advantage when presented clearly.

It is also advisable to remove unnecessary age signals. Graduation dates, roles older than 15 to 20 years, and outdated technical skills add little value and may introduce bias.

## 2. Close Skill Gaps With Precision

Generic learning is inefficient. Instead:

1. Review 10 job postings in your field.
2. Identify repeated skills and language.
3. Compare them against your resume and profile.

If data driven decision making appears frequently, show metrics. If stakeholder engagement is emphasized, highlight examples clearly. Targeted alignment matters more than broad training.

Applied AI literacy is increasingly important. You do not need to be an expert. You do need practical usage. Identify one manual task in your field and automate or streamline it. Then quantify the improvement. Demonstrating real application shifts perception from outdated to current.

## 3. Build Relationships Before You Need Them

Desperate outreach rarely works. Reconnecting only when unemployed offers little incentive for others to help.

Instead:

• Reengage former colleagues while employed.
• Offer value before asking for favors.
• Stay visible in your industry by contributing insights and commentary.

The objective is referral access. Entering through trusted networks reduces dependence on automated screening systems.

## 4. Consider Fractional or Project Based Work

Full time employment is not the only option. Fractional roles are expanding across finance, marketing, HR, and operations. Many companies want senior expertise without full time overhead.

Working 10 to 20 hours per week across multiple organizations can:

• Provide income diversification.
• Offer schedule flexibility.
• Match or exceed full time compensation in some cases.

Framing your value as a targeted solution to a specific problem often makes hiring decisions easier for companies.

## 5. Reframe How You Describe Yourself

Avoid emphasizing years of experience. Instead, focus on problems solved.

Not:
"I am a marketing manager with 20 years of experience."

Instead:
"I help B2B SaaS companies scale from 1 to 10 million in revenue by building demand generation systems."

Organizations do not buy tenure. They buy results.

## Adapt Strategy, Not Expectations

The system may not change quickly. Bias and automation are real constraints. The professionals who continue to get hired share consistent behaviors:

• Quantified resumes
• Targeted skill alignment
• Practical AI usage
• Strategic networking
• Openness to alternative work structures
• Outcome based positioning

The market rewards relevance and measurable value. Position yourself accordingly.

• This is from: https://www.youtube.com/watch?v=OSblhOCY6bM

https://hbr.org/2018/11/when-no-one-retires

“Yet the flawed perceptions persist, a byproduct of stubborn and pervasive ageism. Positive attributes of older workers are crowded out by negative stereotypes that infect work settings and devalue older adults in a youth-oriented culture. Older adults regularly find themselves on the losing end of hiring decisions, promotions, and even volunteer opportunities.

Research from AARP found that approxi­mately two-thirds of workers ages 45 to 74 said they have seen or experienced age discrimina­tion in the workplace. Of those, a remarkable 92% said age discrimination is very, or somewhat, common. Research for the Federal Reserve Bank of San Francisco backs this up. A study involving 40,000 made-up résumés found compelling evidence that older applicants, especially women, suffer consistent age discrimination. A case in point is IBM, which is currently facing allegations of using improper practices to marginalize and terminate older workers.”

Class action lawsuit coming soon to Michael Dells desk for review. Count up all your revenue that is Pending Production….we have 3 months to get ever shipped out to hit our attainment to make our commission.. if we don’t hit 60%, then we owe back to Dell…
Be on top of factories and team to build and ship your product out ASAP!!! That 60% is what needs to SHIP!

I’m curious how much backlog will actually ship that will count towards the 60%.

Who cares about the 100% when 60% is what were actually needing..

Let's prove it, shall we? For those of you who have seen layoffs in your groups and orgs over the past year+, what percentage of those WFRs would you say were over 40?

Gave this place 18 years. That’s the thank you I got. Loyalty means sh-t these days.