Age discrimination can be insidious and difficult to detect, but it can happen in the fast-paced California tech industry. Despite strong employment laws to protect workers from bias, older employees often face challenges that younger colleagues do not.
Recognizing their forms can help in addressing occupational age discrimination in this industry.
Hiring practices
Age discrimination can start as early as the hiring process. Job postings that target “young team members” or “recent college graduates” may discourage older applicants and lead to missed opportunities. Additionally, during interviews, questions about an applicant’s age or the year they graduated from college can be red flags for discriminatory practices.
Workplace culture
In the workplace, age discrimination may manifest in various ways. Older employees might be excluded from social events, professional development opportunities or key projects. This can lead to a sense of isolation. A culture that prioritizes youth and innovation over experience and wisdom can marginalize older workers, making them feel undervalued.
Performance evaluations
Bias can also creep into performance evaluations. Older employees may receive unjust feedback or be held to different standards, potentially impacting promotions, raises and overall job security. Employers may use biased evaluations as a pretext for not promoting older workers or for terminating their employment.
Technology biases
Proficiency with the latest technologies is often greatly valued. As a result, older employees might face assumptions that they are less tech savvy or adaptable than their younger counterparts. Unfortunately, this can lead to fewer opportunities for advancement or inclusion in cutting-edge projects, even with experience and skills.
California law, including the Fair Employment and Housing Act (FEHA), protects against age discrimination. Consider seeking legal guidance if you want to explore potential remedies for your situation.