The forgotten generation

forgotten 40 1There is nothing like being 40+ and jobless. I’m not saying that that it’s worse than… or better than… I was 40+ and jobless and forgotten, and had nothing to compare that feeling to.

You are at an age where you are twenty years past graduation and twenty years from retirement. You’re too old to be considered for most positions as you queue up behind twenty-something year olds for a position you have fifteen years worth of experience in, only to be told in the interview that “we do feel that you may be overqualified for this position…”, in other words “we won’t take you on, incase you continue looking for work elsewhere and then get up and leave.”


You have a proven track record

forgotten 40 2Your recent work history has you stable, reliable and trustworthy. Redundancy has only one preference, last in first out. Prospective employers see you as set in your ways and therefore an apparent flight risk, and all you really want to do is work. On the flip-side, technology may have passed you by and left you in the dark ages. Employers may find that taking on the risk of employing someone who can’t embrace today’s technology is a gamble too far. Not that we at 40+ can’t, we just simply won’t be given the opportunity.

Of course this doesn’t apply to everyone. As with most of my posts, if the shoe fits, walk with me, talk with me. If it does apply to you, let’s find way to remind employers who have forgotten us. The wealth of work and life experience we have to offer is quite literally priceless, yet we come offering ourselves to you at bottom dollar. That slightly more mature presence in the workplace is not a bad thing and should not be seen as a threat or a hinderance to your business.

How do we turn this around?

Is diversity in the workplace only limited to ethnicity?

Is the only way for employers prove that age discrimination is not rife in the workplace, to employ staff much close to retirement?