AGEISM IS FORCING MANY TO LOOK OUTSIDE SILICON VALLEY, BUT TECH HUBS OFFER LITTLE RESPITE
For years, job hunting over age 40 in the youthobsessed Silicon Valley could prove hazardous to your career.
But judging from the experiences of technology workers roaming the country in search of job opportunities elsewhere, ageism is a universal problem in the industry.
“It’s not just Silicon Valley. It is everywhere,” says Pete Denes, 59, who used to run a $ 200 million sales division at Hitachi and now sells yard and monument signs in his native Omaha after a go at real estate in Phoenix. “It is very frustrating after a while.”
From California to Arizona and now Omaha, Denes says he traveled far and wide in search of work in tech. Nearly a decade and 300 rejected résumés later, he concluded it’s “virtually impossible to get my foot in the door anywhere.”
His experience is becoming increasingly common.
Age is the silent career killer in the tech industry. While companies openly wrestle with the lack of racial and gender diversity, regularly releasing workforce demographics, they refuse to disclose the average age of their staffers and offer little in the way of internal support for older workers.
A rise in complaints, and lawsuits, over ageism in Silicon Valley and elsewhere the past few years has contributed to the reticence among major tech employers to speak up on the topic.
“Systemic issues contribute to tech and ( non- tech) fields,” says Brooks Holtom, management professor at Georgetown’s McDonough School of Business.
In tech, the gap is pronounced, he says, because start- ups are “based on young people taking risks, paying entry- level wages, to start companies.”
The median age of an American worker is 42. Yet at Facebook it’s 29, Google 30, Amazon 30, Apple 31 and Microsoft 33, according to self- reported employee data collected by research firm PayScale last year. ( It did not collect data this year.) Most job candidates at those companies are 25 to 34, according to data collected by Glassdoor, a jobs and recruiting website.
As the population ages, discrimination in hiring and on the job is becoming more pronounced not only in Silicon Valley but in tech hubs throughout the U. S., where workers relocated from the San Francisco Bay Area to get a fresh start.
Michelle Zawrothy Dyson’s employment odyssey started in the early 2000s, after she left Sili--
“It’s not just Silicon Valley. It is everywhere. It is very frustrating after a while.” Pete Denes, 59 “I began to think, am I employable? The culture skews so young, and so male.” Julianne Wurm, 48
con Valley for Boulder, Colo. But the start- up world in the Rocky Mountain state wasn’t strong and by 2007, at 40, her career in tech was over.
“When I tried to knock on tech’s door for a job ... it refused to answer because I was too old,” Dyson, now 50, says.
That leaves fewer options for “older” workers. They relocate, move to another field or start their own companies.
At the suggestion of some career counselors, job applicants in their 40s and 50s shave years from their LinkedIn profiles and résumés by truncating their job histories to appear younger and improve their marketability in the age- conscious tech industry.
The difficulties faced by job seekers in their 40s and 50s are especially troubling, with hundreds of thousands of jobs unfilled in the USA. The booming tech market expanded 2% last year to about 7.3 million workers as the digital economy continued to flourish in jobs for software, cybersecurity and cloud computing, according to Cyberstates 2017, an analysis of the tech industry by technology association CompTIA.
“Diversity of experience and thought is critical for any organization, industry or society to thrive,” says Todd Thibodeaux, CEO of CompTIA, which offers retraining programs for military veterans, the unemployed and under- employed adults. “Tech will have a projected shortage of 1.8 million workers by 2024. Older, retrained workers, women and people of color need to be part of the future of tech.”
And yet, it took 350 résumés and 60 job interviews in six months for Julianne Wurm, 48, to land a job as a learning designer at amajor biotech company in the San Francisco area.
“I began to think, am I employable? The culture skews so young, and so male,” Wurm says.
“Ageism is very real, especially in start- ups, where being older is seen as a liability,” says Aileen Gemma Smith, CEO of Vizalytics, a start- up in New York. “It assumes you won’t work hard, long hours, and have out- of- date skills,” says Smith, 45.
Robin Wolaner, 63, is chief operating officer of We Care Solar. She was the chairman of the board advising Skout, a mobile app company, in 2013 when she decided she had another CEO run in her.
But the former CEO of Sunset Publishing and executive vice president at CNet soon discovered that “good tech CEO jobs were not going to my peers.” So she moved to non- profits.
A longtime observer of Silicon Valley, Wolaner has seen an interesting evolution in how investors view tech executives: In the late 1990s, she says, VCs routinely brought aboard seasoned veterans — older than 40 — when start- ups hit about $ 250 million in revenue to take that company to the next level.
By 2012, and the IPO success of Facebook, the calculus had changed. Younger founders such as Mark Zuckerberg refused to cede control, closing the door for older peers to step in, she says.
The nation, and Silicon Valley employees, are getting older and staying in the workforce longer, yet ageist comments increasingly are being directed at younger and younger workers considered “old.” It used to be that workers in their 40s were treated as over the hill; today, it’s employees in their mid- 30s.
Lou Covey, 64, first noticed the change in behavior when he hit his mid- 30s. He has freelanced for more than two decades because he could not find work after 40. “I’ve reached a point of acceptance and really don’t miss the 9- to- 5, but ageism is pretty apparent.”