Helping to Build the Career You Deserve
Dealing with age discrimination in the pursuit of your new career after being laid off
To the Career Opportunites Community,
I wanted to give you a realistic account of my own experiences in the last 2 months of searching for a new career, especially after I got laid off from my Fortune 100 company after many years (31) of exceptional service (well, according to the awards I was given by the firm).
Subject: dealing with discrimination in searching for a new career
Yes, if you've been laid off recently and are now looking for a new career, you may find yourself the victim or target of today's POLITICALLY CORRECT AND CYA-TYPE OF DISCRIMINATION FROM BEING HIRED. There are many forms of discrimination. In my case, it is AGE DISCRIMINATION, although there may be others--so I will limit my experiences and suggestions to just this one.
Being a member of the elite group known as the "frosty hairs" or, as the hiring gatekeepers like to refer to us as "the dinosaurs," I have now felt discrimination in its most politically correct form in today's job market.
The key items that I bring to the table are EXPERIENCE, INITIATIVE, LOYALTY and LEADERSHIP, as well as the ability to deliver great value to exceed the objectives of the firm immediately.
However, the tell-tale signs of age discrimination appear from the gatekeeper, whether in person or in the online world...
- Sorry, you are overqualified...
- Sorry, we are looking for someone younger with more energy...
- Thanks. We will let you know later about your possibly being a candidate...
- Sorry, we could not possibly meet your salary requirements...
- and so on and so on...
Let's take the last one on just for size. I had an interview where the last argument of salary expectations was given. I replied that I would be willing to take the salary of the entry level candidate, because I know I can deliver and overachieve the value from the position, thus helping the firm and its objectives. At that point, the gatekeeper tried looking for other objections. In the meantime, I immediately asked her to compare my skills, experience, education (yes, I am working on my doctoral dissertation for my Ph.D., while the other candidates were just barely out of college with their B.A.s), articles and papers published, awards and recognition, and leadership experience from my days in the military to the present.
And, of course, the gatekeeper refused to compare, knowing that I would have the advantage over the inexperienced and recent college grads.
It was then that I noticed the other candidates in waiting for the interviews. It was obvious that the old saying is so true: "you surround yourself with those who are similar to you or whom you like." Yes, the others in waiting that were, by the way, LATE for their appointed interviews, were all very young females, either in their senior year of college or recently graduated. And when I examined carefully the personality, traits, language and person of my interviewer/gatekeeper, it was obvious that she was looking for someone exactly like her--regardless of who would really be the best qualified for the job.
So I have encountered this type of age discrimination one interview after another. At one time, I felt like saying at the end of an interview when I encountered the false courtesy and the forced politeness of the gatekeeper-- as this individual was giving me the structured response, which is politically correct and cya for government compliance reasons--"I understand. Yes, I know that your firm has a very strict dress code, which is 'NO WHITE HAIR ALLOWED.'"
So what is one to do when one encounters the politically correct responses of age discrimination (or other discrimination) in the interviewing and hiring process of searching for a job to change your career?
Well, I took another road to combat the discriminatory practices that are shielded from the government's compliance eyes by going to organizations that are focused on helping specific groups that are placed in the category that I affectionately call "disadvantaged" in their own situation. By that I mean, the Veterans' support groups that help military veterans find jobs. For the financially disadvantaged individuals, there are organizations that focus on providing assistance for them, if they qualify for help and even financial assistance and training, depending upon the government guidelines (whether federal, state or local agencies).
By going to these organizations (in my case, a Workforce Solutions group that specializes ONLY in helping military veterans--especially combat veterans like myself), I found such a completely different world. Not only was I treated like a king and given the respect, attention and courtesy that any individual in the business or job world deserves, but I also discovered the amount of money and programs that are being delivered by the stimulus package to address the needs of these disadvantaged individuals who previously may have met with the spectre of politically correct and sugar-coated job-search discrimination.
Thus, I felt re-energized. I felt a surge of positive, competitive strength, knowing how much I really do have to offer to any firm and organization because of what I can bring to the table. Although I did not take advantage of all the programs that this group offered (such as resume building, interviewing workshops, and other job-seeking sessions), the one thing that they offered me was a reflective mirror to reinforce the value of who I am and the experience, knowledge, initiative, loyalty and leadership--yes, CONFIDENCE in one's self that sometimes is eaten away by the discriminatory gatekeepers.
So, whether the discrimination follows my success in making the salary discussion a non-issue, I can now recognize the discrimination when it occurs. However, I now have a way to go back and apply for the jobs that are presented to the special groups from the assisting organization.
Case in point: I found a job match that fit exactly myself in all categories, and it was something in which I could definitely excel, and that I would enjoy. When I applied for the job within the web site connections that the Veterans' support team had for this organization, I found that the hiring group was exactly one of those that had denied me access to the hiring process in an earlier one-on-one interview. But because this job had a preference shown for combat veterans, I immediately got the chance to compete--but having to use the veterans' preference as a way to put my foot in the door. And now, I am on my way to get to a more level playing field in my search for a new career, thanks to the veterans' support group. By the way, I noticed that this type of job (which was another opening for a similar position to which I had tried to apply via the discriminating gatekeepers) had a period of time when it would be made available ONLY TO VETERANS, before the rest of the world would even be allowed to view the details of the posting, let alone compete for it.
So, what is the moral to this individual's story?
Seek out and find yourself the organization or group or agency that will support the type of disadvantage in which you have (like a veterans support group). Register with that organization and take advantage of the help and assistance they provide.
Even if nothing comes of it initially from getting a job match right away, you can build up your confidence, reassure your value from your experience and skill sets that you offer, and in the end, you may find the entrance to the door to make the playing field of job searching for a new career more level--and, in some cases, in your favor.
It can't hurt to do this. And, who knows? It may put the discriminating gatekeepers back in the confines of their own cubicles or offices while you pursue the new career for yourself, even though it may be in the Public Sector.
Good luck to all those of you--whether seniors and a "mature worker" to the military veterans to the single mothers or to the financially disadvantaged; for you, too, can pursue in a different road the career you deserve.
Thanks for listening,
Fred Castaneda
Combat veteran and paratrooper, US Army, and seasoned IT professional of 31 years at IBM
I wanted to give you a realistic account of my own experiences in the last 2 months of searching for a new career, especially after I got laid off from my Fortune 100 company after many years (31) of exceptional service (well, according to the awards I was given by the firm).
Subject: dealing with discrimination in searching for a new career
Yes, if you've been laid off recently and are now looking for a new career, you may find yourself the victim or target of today's POLITICALLY CORRECT AND CYA-TYPE OF DISCRIMINATION FROM BEING HIRED. There are many forms of discrimination. In my case, it is AGE DISCRIMINATION, although there may be others--so I will limit my experiences and suggestions to just this one.
Being a member of the elite group known as the "frosty hairs" or, as the hiring gatekeepers like to refer to us as "the dinosaurs," I have now felt discrimination in its most politically correct form in today's job market.
The key items that I bring to the table are EXPERIENCE, INITIATIVE, LOYALTY and LEADERSHIP, as well as the ability to deliver great value to exceed the objectives of the firm immediately.
However, the tell-tale signs of age discrimination appear from the gatekeeper, whether in person or in the online world...
- Sorry, you are overqualified...
- Sorry, we are looking for someone younger with more energy...
- Thanks. We will let you know later about your possibly being a candidate...
- Sorry, we could not possibly meet your salary requirements...
- and so on and so on...
Let's take the last one on just for size. I had an interview where the last argument of salary expectations was given. I replied that I would be willing to take the salary of the entry level candidate, because I know I can deliver and overachieve the value from the position, thus helping the firm and its objectives. At that point, the gatekeeper tried looking for other objections. In the meantime, I immediately asked her to compare my skills, experience, education (yes, I am working on my doctoral dissertation for my Ph.D., while the other candidates were just barely out of college with their B.A.s), articles and papers published, awards and recognition, and leadership experience from my days in the military to the present.
And, of course, the gatekeeper refused to compare, knowing that I would have the advantage over the inexperienced and recent college grads.
It was then that I noticed the other candidates in waiting for the interviews. It was obvious that the old saying is so true: "you surround yourself with those who are similar to you or whom you like." Yes, the others in waiting that were, by the way, LATE for their appointed interviews, were all very young females, either in their senior year of college or recently graduated. And when I examined carefully the personality, traits, language and person of my interviewer/gatekeeper, it was obvious that she was looking for someone exactly like her--regardless of who would really be the best qualified for the job.
So I have encountered this type of age discrimination one interview after another. At one time, I felt like saying at the end of an interview when I encountered the false courtesy and the forced politeness of the gatekeeper-- as this individual was giving me the structured response, which is politically correct and cya for government compliance reasons--"I understand. Yes, I know that your firm has a very strict dress code, which is 'NO WHITE HAIR ALLOWED.'"
So what is one to do when one encounters the politically correct responses of age discrimination (or other discrimination) in the interviewing and hiring process of searching for a job to change your career?
Well, I took another road to combat the discriminatory practices that are shielded from the government's compliance eyes by going to organizations that are focused on helping specific groups that are placed in the category that I affectionately call "disadvantaged" in their own situation. By that I mean, the Veterans' support groups that help military veterans find jobs. For the financially disadvantaged individuals, there are organizations that focus on providing assistance for them, if they qualify for help and even financial assistance and training, depending upon the government guidelines (whether federal, state or local agencies).
By going to these organizations (in my case, a Workforce Solutions group that specializes ONLY in helping military veterans--especially combat veterans like myself), I found such a completely different world. Not only was I treated like a king and given the respect, attention and courtesy that any individual in the business or job world deserves, but I also discovered the amount of money and programs that are being delivered by the stimulus package to address the needs of these disadvantaged individuals who previously may have met with the spectre of politically correct and sugar-coated job-search discrimination.
Thus, I felt re-energized. I felt a surge of positive, competitive strength, knowing how much I really do have to offer to any firm and organization because of what I can bring to the table. Although I did not take advantage of all the programs that this group offered (such as resume building, interviewing workshops, and other job-seeking sessions), the one thing that they offered me was a reflective mirror to reinforce the value of who I am and the experience, knowledge, initiative, loyalty and leadership--yes, CONFIDENCE in one's self that sometimes is eaten away by the discriminatory gatekeepers.
So, whether the discrimination follows my success in making the salary discussion a non-issue, I can now recognize the discrimination when it occurs. However, I now have a way to go back and apply for the jobs that are presented to the special groups from the assisting organization.
Case in point: I found a job match that fit exactly myself in all categories, and it was something in which I could definitely excel, and that I would enjoy. When I applied for the job within the web site connections that the Veterans' support team had for this organization, I found that the hiring group was exactly one of those that had denied me access to the hiring process in an earlier one-on-one interview. But because this job had a preference shown for combat veterans, I immediately got the chance to compete--but having to use the veterans' preference as a way to put my foot in the door. And now, I am on my way to get to a more level playing field in my search for a new career, thanks to the veterans' support group. By the way, I noticed that this type of job (which was another opening for a similar position to which I had tried to apply via the discriminating gatekeepers) had a period of time when it would be made available ONLY TO VETERANS, before the rest of the world would even be allowed to view the details of the posting, let alone compete for it.
So, what is the moral to this individual's story?
Seek out and find yourself the organization or group or agency that will support the type of disadvantage in which you have (like a veterans support group). Register with that organization and take advantage of the help and assistance they provide.
Even if nothing comes of it initially from getting a job match right away, you can build up your confidence, reassure your value from your experience and skill sets that you offer, and in the end, you may find the entrance to the door to make the playing field of job searching for a new career more level--and, in some cases, in your favor.
It can't hurt to do this. And, who knows? It may put the discriminating gatekeepers back in the confines of their own cubicles or offices while you pursue the new career for yourself, even though it may be in the Public Sector.
Good luck to all those of you--whether seniors and a "mature worker" to the military veterans to the single mothers or to the financially disadvantaged; for you, too, can pursue in a different road the career you deserve.
Thanks for listening,
Fred Castaneda
Combat veteran and paratrooper, US Army, and seasoned IT professional of 31 years at IBM
Replies to This Discussion
-
Permalink Reply by Douglas E. Welch on -
Wowm Fred. Thanks for this! I have only skimmed it just now, but I will take more time to work through it all.
This is a really great Real World Example.
Douglas
-
Permalink Reply by Carrol Jesse on -
I too am a vertern and this has given me a little more insight as to how to attempt to deal with the age thing. Now all I have to figure out is how to deal with the terminationg for cause thing that I started a new discussion under the General category. What you have hear does help me.
Thanks
Carrol Jesse
Software Tester/Accounting System/Application design on Cobol Mainframe Unysis
About
© 2009 Created by Douglas E. Welch on Ning. Create a Ning Network!
