Planning your race is like running long distances: experienced runners can be seen a mile away; training and preparation occur in stages and require a great deal of investment, perseverance and commitment. It’s not just a matter of physical ability. Running begins and ends with the mind. They are early mornings and hours of training and perseverance. Other commitments are put aside and you dedicate yourself to the challenge.
However, when I participate in long-distance running, runners over 45 are overrepresented, so why, in the workplace, is their representation precisely the opposite?
Honestly, I have no complaints. Even in my late 50s, when I made a career change and left the large, established high-tech company that was my home for many years, it wasn’t particularly difficult to find a position with the new companies. So how can it be that in terms of age, I am in the minority? Why, in most startups, is it so much rarer to find employees in the 45-50 age bracket?
First of all, for ourselves. As they approach a certain age, many employees begin to believe less in themselves and in their ability to stand up to the competition. The second obstacle is the employer. Even if the discrimination was not blatant; Even if no one admitted their company’s unwillingness to employ more mature people, it takes a backseat: companies that put on original events that prominently target a specific demographic; businesses in downtown Tel Aviv: easily accessible by scooter from the downtown digs, but a nightmare when coming from out of town; companies that attract young employees by using the jargon, graphics or messages they convey; even recruiting managers who are subconsciously reluctant to hire people who are older and more experienced than they are.
These days, high-tech companies are zealously recruiting talented employees, but targeting mostly younger people, at the expense of experience.
The loss is theirs, as mature employees are the best workers you could ask for: We have experience. Throughout my career I have learned and worked with various technologies; having older children, we are more available; furthermore, we are not looking to jump from one company to another, in contrast to the current trend.
I don’t know why there is ageism in high tech, especially in startups. However, it happens, albeit unintentionally. The important thing is how we can deal with that in an industry that essentially glorifies the “here and now.” Our first step as employees is not to be afraid, to give up or to compromise for less than we deserve, and employers must internalize the benefits older employees provide and create a structure and programs that best suit our needs and abilities. And anyone who closes their eyes and affirms that it is a world of young people can join me for the next marathon. Just don’t expect it to carry them for the next 40km.
Tamar Domany is a Data Engineer at Sunbit
