When I recently encountered a post from Russell Irby, on Linkedin, highlighting his interaction with a career coach, it resonated deeply with my heart. It reminded me sharply of the unspoken truth many of us face daily: ageism is not just alive, it is thriving, masked behind professional language and subtle recommendations. And its high time we challenged this insidious discrimination.
Growing up during the Apartheid era in South Africa, discrimination was not subtle; it was stark, visible, and systemic. The experience of job reservations, limitations on where we could work, and the injustice of opportunities withheld simply due to identity profoundly shaped me. I recognize discrimination clearly—it doesn’t need to scream to be real. Subtle or blatant, ageism today in recruitment is nothing short of another form of unfair, irrational discrimination.
I’ve spent over three decades working across diverse cultures and continents, surviving global shifts like the Covid-19 pandemic and cultivating business relationships in China for over 25 years. My professional journey has taken me through triumphs and adversities alike—each one hard-earned. Why, then, must we seniors downplay our experiences to pacify the insecurities of recruiters? 
The conversation Russell shared exposed a familiar frustration. He was advised, “Please say 15+ years of experience. Anything over 20 years can cause age discrimination.” To this, he firmly responded, “Thank you for your opinion, but that I will not do.” Like Russell, I passionately echo: my integrity and professionalism are non-negotiable. Experience isn’t something to apologize for. Age should amplify your credibility, not diminish it.
Ageism is discrimination dressed up in business casual. It’s a fearful, narrow-minded bias, camouflaged as strategy. Recruiters who judge a professional solely by age rather than capability are practicing a quiet, yet insidious form of exclusion. Russell’s stance illuminated a powerful truth: “If they’ll discriminate to keep me out, they’ll discriminate to keep others down.”
We are walking libraries—our wisdom, a valuable archive accumulated through decades of trials, errors, and successes. Yet, our experience has inexplicably become a perceived disadvantage. How paradoxical and foolish it is to diminish something we’ve paid heavily to gain. We seniors have scars—earned from battles in boardrooms, navigating crises, mentoring young talents, and leading organizations through storms. These scars should be worn with pride, not concealed out of shame or fear.
As seniors, we must not silently comply or quietly fade into the background. Now, more than ever, younger generations need to see real, seasoned leadership—the kind forged from true resilience and life experience. They need our mentorship, wisdom, and steady guidance to navigate uncertain waters. We must reclaim our narratives and vocally champion the value we bring to the workplace and society at large.
Let today mark the day we boldly and proudly share our full professional journeys. Update your LinkedIn profiles to reflect your complete story—every chapter, every success, every scar. Let’s refuse to erase parts of our history or identity simply because it intimidates. Let recruiters see clearly: age doesn’t equal obsolescence; it signifies unmatched experience, resilience, and irreplaceable knowledge.
Senior professionals everywhere: refuse to dim your light. Refuse to apologize for the extraordinary journeys you’ve undertaken. Speak out against ageism openly and honestly, so that together we raise awareness, spark conversations, and create meaningful change. Our value is not diminished by age—it is enriched by it. Wear your scars with pride. Our world, our youth, our businesses, they need us now more than ever.
By RJ/28 March 2025
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