Over 50? You're Not Welcome: When Age Becomes an Invisible Barrier
Giovanni Esmanech
Strategic Sales & Marketing Leader | Operational Excellence Expert | Team Builder | Social Media Marketing | SEO | Campaign Management | Product Marketing | Business Planning | Marketing Automation | Lead Generation
"Have you ever been told you're not worth it because of your age?"
I have. Recently, I was told, directly and unequivocally, that due to company policy, my age—being over 50—is an insurmountable obstacle. Not because of a lack of skills, not due to an insufficient CV, but simply because of a number.
This made me ask myself: is it legal to discriminate based on age?
In Italy, and in many other countries, the answer is no. Age-based discrimination violates both national and European regulations. Here’s what the law says:
And yet, discrimination like the one I experienced continues to happen. In this case, it wasn’t even disguised behind criteria like "dynamism" or "flexibility." It was a straightforward company policy: we don’t hire over 50. A clear and insurmountable rule that dismisses people solely based on their age, ignoring their experience, skills, and value.
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This isn’t just a legal issue. It’s a cultural one.
Think about what it means to exclude experience from the workplace: depriving companies of strategic vision, consolidated skills, and the ability to face complex challenges with a unique perspective. People over 50 aren’t just keepers of the past; they are accelerators of the future. They’ve weathered crises, led multigenerational teams, and navigated technological transformations. Their experience is more than technical skills—it encompasses leadership, problem-solving, and resilience, all of which are critical in times of change.
Yet age remains a powerful, invisible criterion for exclusion. While we rightly discuss other forms of discrimination, such as gender bias, we rarely address this silent barrier that affects those who still have so much to offer.
What can companies do to break this pattern?
Imagine an organization that values the experience of over-50 professionals as a strategic resource to train and guide younger generations. Picture teams where established expertise blends with youthful innovation. This isn’t utopia—it’s a choice. A choice that starts with recognizing that diversity, in all its forms, is not a constraint but a strength.
To those reading this, I ask: have you ever faced something similar? How can we overcome this invisible discrimination? Let’s share experiences and ideas to build a workplace where what truly matters isn’t age, but the value each individual brings.
#Over50 #Inclusion #Experience #InvisibleDiscrimination #DiversityAndInclusion
Project management, financial controlling
2moAge discrimination is just as harmful as any other form of discrimination, yet some companies practice it blatantly. Imagine a company openly refusing to hire women or segregating candidates based on their skin color—that would be universally condemned, wouldn’t it? And yet, age discrimination remains pervasive in the job market. At 50, a person is still brimming with energy but also brings the invaluable advantage of over 25 years of experience. Furthermore, they often have more than 15 years of professional contribution ahead before retirement. So why do employers tend to prioritize younger candidates, who are far more likely to “resell” the skills they acquire to competitors, rather than capitalize on the wisdom, experience, and stability of older (not to be confused with “old”) candidates? This widespread bias not only undervalues seasoned professionals but also overlooks the significant benefits they bring to the table—benefits that can enhance an organization’s success and longevity.