Tag Archives: discrimination

Fillers and Facelifts: How Far Do Men Go to Look Young at Work?

With more over-65s staying in the workplace, how can young people stay competitive in the recruitment game?

Photo by Wendy Scofield on Unsplash

Let’s dispel some myths. Its men – not women – who are most likely to experience age discrimination at work.

And you don’t actually have to be that old to be a victim.

Nearly four in ten say that age has been a factor preventing them from advancing in their career since turning 40. This drops to just a quarter of women.

From then on, (whatever your gender) things only get worse. You are most likely to experience age discrimination aged 51 according to the Hiscox 2019 Ageism in the Workplace Study.

So, some of us are resorting to desperate measures to stay young particularly anti-aging procedures from dermatologists. ever heard the expression, “If you want to get ahead, get Botox”?

Well, in the USA which naturally (or maybe not so naturally) leads the way, the number of injectable filler procedures on men has risen by 99 per cent since 2000 with the American Society of Plastic Surgeons saying cosmetic procedures are up 29 per cent over the same period.

So, what will you do when you’re 65?

If ageism is a problem in your 40s and 50s, imagine how damaging it could be to your carer when you hit your 60s.

Whatever you think of your job today, can you really imagine doing it when you are heading for 70 – or even older?

The state retirement age will rise to 67 from 2028 and then to 68 and possibly 70. So most of us will have to keep working for many years to come.

But if it is hard to get ahead in your 40s and 50s, who is going to employ you when you are in your seventh decade?

Older Jobseekers will be Everywhere

By 2050, one in four people in the UK will be over 65 (it’s currently around one in five) according to recent forecasts from the Office for National Statistics.

That’s an extra 8.2 million older people – a population the size of London – and many of them will be wanting to work.

The next decade or so will see people who were born too late to benefit from generous ‘gold plated’ final salary pensions reaching retirement. Without a decent retirement income they may have no option but to keep in work. Also many want to keep working – feeling they are too young to spend the next few decades playing golf and pottering around in the garden.

More than half of those age 65 plus say they are ‘not ready to retire’ according to insurer Aviva.

That means there will be plenty of them looking for a job – and if you are one of them, how can you compete?

Plan Ahead and Play to your Strengths

What do more mature employees have to offer compared to younger ones? Well, topping the list are invaluable skills, experience and knowledge that they can share with colleagues.

You might believe keeping these to yourself, will protect you – but most employers don’t value these attributes (yet). So, build up a reputation for mentoring and developing younger colleagues.

Continually Up-skill to Remain Relevant

Also address the misconceptions about older workers – they have out-of-date skills, struggle with the latest technology and find it difficult to learn something new.

Some of these myths are based on truths. Four in ten Baby Boomers (born between ‘46 and ‘64) in the UK feel they ‘don’t have the skills needed to win a new job’ according to a Docebo survey with around half feeling younger employers had better tech skills.

Mature workers might be reluctant to demand extra training – not surprisingly. It effectively tells your employer your skills are not up to scratch. So stick to online learning tutorials (preferably ones which lead to recognised qualifications that you can put on your CV). Search coursera.org, udemy.com, futurelearn.com and look at courses offered by professional organisations.

De-Age Your CV – It’s Easy

Well, the good news is that you don’t have to pay for fillers, veneered teeth or spend every waking hour in the gym in a bid to defy age.

One of the biggest challenges once you hit 40 is finding a new job. As increasing numbers of applications are now made online, it is a computer algorithm (rather than a real person) who decides whether you are up for the job. And it’s much easier to fool a computer than an eagle-eyed HR professional who can spot the crow’s feet around your eyes, the sagging jowls and the incongruously youthful business suit.

Also, with candidate shortages, you are increasingly likely to be approached for a new job, rather than applying. So make yourself as appear as employable as possible in the virtual world. You can then work on your real-world appearance when it comes to the interview.

So get rid of:

  • Listing what you did in your first job and early 20s (unless you are in your early 20s!). A longer career history is a tell-tale sign that you’ve been around for quite a long time.
  • Dates – unless they are more recent. So no need to write the dates you were at school or university.
  • Your age – amazingly (even though this is not required for most jobs) some CVs still feature a date of birth. Employers are not allowed to discriminate on the grounds of age, so they are not allowed to even ask! Don’t tell them.
  • O Levels and any other qualification that no longer exists – today, it’s GCSE equivalents that count.

Then add in:

  • Every single quality required on the job advert – if a computer algorithm is searching your CV or application letter, you want it to recognise you have all the skills required. If you don’t quite have the skills listed, try to find a way of including them. For example, “Leadership experience or experience managing a team” could relate to managing a project (with your colleagues) even if your job title is not team manager.
  • Proficiency in the latest software and technology – even if it is not a requirement. It will portray you as “tech savvy” rather than a dinosaur.

But don’t:

  • Tell an outright lie – you can fool technology some of the time, but organisations do check qualifications, references etc. So make sure your social media profile, particularly LinkedIn, matches your CV.

Would you Change Your Accent to Appear More Professional?

Credit – Markus Spiske/Pexels

When you landed your first professional job, did you change the way you spoke? 

Perhaps you thought you’d sound more professional if you talked with a slightly more sophisticated accent or littered the conversation with a few long words – or maybe, you just wanted to fit in and speak like everyone else.  

Or did colleagues continually ask “What did you say?”, which made you realise that you needed to tone down your dialect to be better understood. 

You might have hoped that no one had noticed. However, when you went home, your family probably did – and perhaps they were not shy about pointing out that you were talking differently.  

One in ten people with a regional accent even say they were accused of speaking “posh” when they went back home to visit. 

The Class Divide – How You Speak Can Count Against You 

The issue is that every time you open your mouth, you could be ruining your career chances.  

In fact, even if you don’t have an accent you believe this to be true with more than half of people saying that having a regional dialect would rule them out of the top boardroom jobs.  

London accents that are considered the worst. So you probably won’t be hearing many people who sound like Dany Dyer heading for the executive offices. 

So it’s probably no surprise that nearly a quarter of professionals say that in order to be successful in their career, they’d have to alter the way they speak at work according to a survey by the Equality Group

The Brass Ceiling – Why We Hide Where We Come From 

It’s not just how you speak that matters. It is shameful that in this century, professionals still feel they cannot be honest about their socio-economic background (or how much brass they have). 

One in ten has even gone as far as hiding their hometown for fear of judgement – saying they have not been forthcoming about where they grew up because they worry that they will be unable to access particular professional/social networks if others knew their background. 

Along with gender, age, race and religion, your background this is yet another example of how we are discriminated against at work. 

However, you might not have a leg to stand on if you complain – because the Equalities Act of 2010 does not cover socio-economic class.  

It’s a big issue according to the Equality Group, a consultancy that helps businesses attract, develop and retain diverse talent. 

Three quarters of us believe that professionals with higher socio-economic status have increased access to better careers and job opportunities regardless of their experience of qualifications. Yet six in ten of the UK workforce identifies as coming from a working-class background. 

So, until things change, professionals are purposefully hiding their hometowns and regional accents for fear they will miss out on a better job.  

Better Off Do Better – Just Look at Boris 

The Social Mobility Commission backs up these findings, revealing that those from better-off backgrounds are 80 per cent more likely to end up in professional jobs than their working-class counterparts.  

This partly down to confidence. Professionals from lower socio-economic classes are less likely to ask for a pay rise and promotion due to a fear about ‘not fitting in’.  So, could your own self-perception of class be influencing your employment status? 

This even influences our choice of careers according to a report from Debut. It found that more than a third of graduates say they were put off joining a business whose workforce was perceived to be made up of mainly middle and upper-class employees. Two in three also said they had to change who they were, including how they look, to get a job. Debut calls this “professional exclusion”. 

Unconscious Bias – You are Guilty Too  

If you think it is grossly unfair to discriminate against someone just because of their accent or where they come from, then take a good look at yourself. 

Unconscious bias is something we are all guilty of. It is natural human behavior. We may rule someone out of a promotion or even our team because we perceive them to be too old (which we often equate with being unable to adapt and learn new skills). Or we may assume that a young female employee is not as bright as a middle-aged man. This list goes on…. age, gender, race, religion or even size, can all influence how we view others.  

However, it can also work the other way – we are often drawn to people or treat them more favourably if they look like us, sound like us and have a similar background. If you went to a particular university (or did not go at all) you might unconsciously favour someone who followed the same educational path. This can lead to us working with people who are not up to the job – and it could damage our own careers. 

So which category do you fit into – and how can you tackle your own unconscious bias? 

  • Perception bias: This is where you believe on thing about a group of people based on stereotypes and as a result you make assumptions that may not be true. 
  • Challenge yourself to get to know someone first. 
  • Affinity bias: You like people because they are like you. In recruitment this can lead to “mini me” hiring. Diversity is good for business so this can stifle innovation and creativity.  
  • Challenge yourself to reach out and work with people who are different to yourself. You might learn something new, change your point of view and become more open minded. 
  • Confirmation bias: None of us likes to be proved wrong. So, we try to confirm our assumptions about groups of people (or even ideas) rather than making objective judgments.  
  • Challenge yourself by stepping back and judging someone on their behaviour, merits, achievements – not just how they look or sound. Look for ways to prove that you are wrong in your assumptions. 
  • The halo effect:  A white, well spoken, well dressed, good looking man walks into the office and you automatically assume that this person is honest, capable, intelligent etc… without knowing a thing about them. That’s the halo effect. 
  • Challenge yourself to delay making judgements. Anyone can buy a nice suit, it does not mean they are good at their job.