Alumni advice: Navigating a mixed age workplace with kindness

Recently, I’ve met several middle-aged executives all with one thing in common: in the last few years, they have lost their jobs. In each example, it was for a different reason, but what linked them was that in most cases it was down to external factors, rather than related to personal performance.

Once this happens, it is very difficult, if not impossible, for many of them to re-enter the labour market. I hear and watch stories of ex-fellows, and it seems a person needs the determination of Rocky Balboa to succeed in finding a new role at this stage of their career.

This is because there seems to be a peculiar form of discrimination in the job market when it comes to this category of executives. This discrimination is quiet and underhand, and has nothing to do with gender, race, or disability – but instead with age.

For better or worse (for better in my opinion) organisations have decided to involve the new generation of Millennials and Gen Z more dynamically in the management ladder. So far, so good. However, this can go too far, with a large number of capable, experienced executives being driven out of companies and the job market.

Companies have a responsibility to the society in which they operate. It is their responsibility to get the new generations on board. But at the same time they need to find a way to benefit from the fresh outlook and drive of younger employees, along with the knowledge of more experienced ones. We need them all, and we have not an inch of good attitude, talent, knowledge and experience to spare.

We must also remember that, once let go, experienced staff are hard to come by, and skills grow rusty. The different generations must be able to work together in a smooth, transformative way. They must not be divided and subjected to unpleasant and unfair treatment.

My analysis has focused on the responsibility of companies. But in order to be fair and objective, we also need to look at the executives who have been negatively affected by this situation.

I say this because there are cases of executives who have not adapted to a quickly-evolving job market. They are still working in the same old ways they understand and feel most comfortable. But unfortunately, this doesn’t work anymore.