Supposed Ageism, Even in India: More Like the (unforgiving) Law of Supply and Demand

America has been known as youth-oriented. Advertisers, for instance, scrutinize the numbers for the 18 to 34 demographic. So, it's expected, though not condoned, there will be age bias in hiring, promotions and making a list and checking it twice for demotions/terminations. That's even happening at large law firms in America. Seasoned equity partners, yes equity partners, are being ousted in "de-equitization."

But with employer expectations focused on ramped-on productivity, creative application of new technologies such as AI and worker extreme flexibility, supposed ageism is not reserved to the US. On Reddit, an engineer in India with the MBA posts:

" ... career anxiety regarding the longevity of my career after seeing my friends get laid off. I have been getting good interview calls in India but I wanted to know what the future holds. How to stay competitive in corporate india where ageism is rampant? ...  But wanted to know the experience of someone who is probably in their mid 40s or early 50s. How does one rises through the ranks either in Consulting or good corporates? How does one stay in the game atleast till 60."

So, we're hearing over and over again, and not only in the US: Careers are shrinking in length, because of age. As Pro Publica research documents, those could halt at age 50 in America. The engineer reports you can be targeted in your 40s in India. 

Okay, careers are having short runway. But that doesn't mean you're finished making a good living. So much of the age bias, as we are witnessing even in India, is impacting Knowledge Work. Piling up advanced degrees to build careers in cerebral fields ranging from management consulting to being a university professor kicked off with us Boomers. Overall we did have solid white collar careers. 

That was then.

The current focus has to be not on so much theoretical training but on acquisition of skills-to-sell, just-in-time. That time keeps moving along and with it the law of supply and demand. Incidentally, as the layoff figures indicate, old-line tech skills aren't selling. What is hot is advanced proficiency in generative AI. 

The careerist in India rightly senses the need to pivot to where the demand is going. That demand could be based in another nation. On anonymous professional tech network Blind there is balking about all those from India who have figured out demand in the US. Soon enough they might size up that the US needs more plumbers or long distance drivers and welders. 

From the get-go in childhood around the world the preoccupation has to be: How to earn a decent living. Not plan the traditional career path. 

In the days before affluence and total faith in higher education parents had kids delivering newspapers. That trained skills in meeting/exceeding specifications, customer service and scheduling. Along the route they could have matured into receiving a job offer from a pleased customer. 

Of course, parents of the next generation of workers already have been rethinking the academic degree journey with the destination of the secure white collar job. For recent graduates it has been leading nowhere. As an institution, Harvard could be collapsing. In editing resumes for the over-50 I recommend downsizing the academic degree story. Limit the narrative to the BA/BS. Hawk the certifications, licenses. 

The reality check is what I explain in this article I published yesterday in O'Dwyer's Public Relations: Falling off the cliff in earning potential isn't necessarily about age per se.

"Being professionally stalled, documents University of Iowa researcher Yiduo Shao, could be self-inflicted. For example, observes Shao:

“[Those aging] tend to prioritize emotionally gratifying experiences and valuable social relationships over information acquisition or development-oriented goals.”

As he headed into his 60s, Paul Weiss chair Brad Karp became less a litigator - a passion point for him - and more a disruptive leader designing/implementing new models. Recently the law firm had record profits. Just-in-time as competition became dog-maul-dog, Karp revamped his priority from what he loved to do to what would move the dial in financial performance. Without the big bucks the firm couldn't poach the brandname talent who bring in the business.

Okay, you don't have the power of a head of a law firm. However, you do have the option of not embracing supposed well-deserved pressing down the brakes at your job. You can propose a stretch assignment for embedding generative AI in operations. Or you can be pro-active in changing lanes to align with the unforgiving law of supply and demand - before you have to.

A 59-year-old management consultant I coached who sensed he was targeted for a RIF took 60 days of training to reinvent himself as a long-distance driver. The cost was about $7,000. It could have been free if he had agreed to work for a certain company for two years. He is still on the road when many of his former colleagues are sitting on the bench, the euphemism for being on the way out because of a lack of assignments.

At the turn of the century the law and supply ruled against me. The Ah-Ha moment was about earning a buck, no matter what. Yesyesyes, the burden was on me to make a living, at any age. Here is the e-book from back then which has had millions of downloads. 

Affordable Career Coach Jane Genova provides end-to-end career services, ranging from diagnosis of the challenges and fix-it strategies to preparation of resume/cover letters/LinkedIn profiles and how to gain control of an interview. I specialize in over-50 work issues. My edge is a background in marketing communications. For a confidential complimentary consultation please text/phone 203-468-8579 or email janegenova374@gmail.com. Remote and in-person.