THE AGE OF AGEISM

Would you rather Captain Sully or JFK Jr. pilot the plane?

For anyone who’s ever flown, it is comforting to learn the pilot of the aircraft is a former combat pilot who flew missions in Vietnam or the Gulf War(s). When the captain pilot introduces himself or herself, you feel better when their voice carries a tone of maturity and experience.

Which is not to say experienced pilots never make mistakes. Nobody, regardless of occupation, has a mistake-free career. Still, when the captain emits a stature of authority and experience, the flight attendant invitation to “sit back, relax and enjoy the flight” becomes more than a cursory ending to pre-flight instructions.

In the past decade there have been two famous scenarios involving commercial jetliner incidents that, without the experience and savvy of the pilots, would likely have ended in disaster. You’ve surely heard of both so details will be minimized in this space.

First, in 2009, U.S. Air flight #1549 was struck by birds (Canadian geese) within minutes of lifting off the runway at New York’s LaGuardia airport. Captain Chesley Sullenberger, age 58, quickly announced “my plane” and took control of the plane from his co-pilot. Against great odds, Captain Sully navigated the plane, without engine thrust, gliding to a perfect-score landing on the Hudson river between Manhattan and New Jersey. There was not a single fatality.

More recently, in 2017, Southwest flight #1380, captained by 56-year old Tammi Jo Shults, experienced traumatic engine failure mid-flight. The left engine exploded, sending shrapnel into the side of the plane, costing one passenger her life. Despite severe instability and handling problems, Captain Shults calmly explained the situation to air traffic control, and then expertly brought the plane down from 32,000 feet to a safe landing, with no additional fatalities.

Prior to flying commercially for Southwest Airlines, Captain Shults was one of America’s first female fighter pilots and went on to train military pilots, regardless of the trainee’s gender. And now, like all commercial pilots, she faces mandatory retirement at age 65.

Prior to flying commercially for U.S. Airways, Captain Sullenberger, who retired 18 months after the “Miracle on the Hudson”, was an Air Force fighter pilot stationed in North America and Europe. Upon his retirement, Sullenberger said, “Each generation of pilots hopes that they will leave their profession better off than they found it. In spite of best efforts, that is not the case today.”

A decade before Captain Sully’s heroics, in 1999, John F. Kennedy Jr., age 38, crashed the small airplane he was piloting near Martha’s Vineyard killing himself, his wife, and her sister. It was a tragic ending to the life of one of America’s favorite “sons”, a man admired by nearly everyone, including yours truly.

JFK Jr. was a licensed pilot, although only permitted to fly visually. He was not yet instrument-rated so flying under conditions that required instrument assistance was forbidden. Despite being technically within the limits of his classification, JFK Jr. made a risky decision to leave New Jersey around dusk. Around the same time JFK Jr. departed the airport, another pilot, also not instrument-rated, decided against flying to Martha’s Vineyard that evening due to the hazy conditions.

As JFK Jr. approached Martha’s Vineyard, less than 10 miles from his destination, visual flying was nearly impossible. Without the aid of instruments, he became disoriented and flew his plane nose first into the ocean.

The comparison of the ability of Captain Sullenberger and Captain Shults to overcome dire circumstances by calling upon their vast training and experience, juxtaposed with the inexperienced JFK Jr. sadly failing, may seem extreme. But the point is made.

What might sound to some like a diatribe against youth is not intended to be anti-youth at all. Clearly, an infusion of sharp, fresh-thinking employees must be integrated into the workforce. That it comes at the expense of older workers is, realistically, part of a natural progression. Without it businesses cannot survive.

The examples of Sully, Shults and JFK Jr. are here to serve as a vivid reference point, a call for businesses to strike a better balance, not being so quick to discard highly capable, older employees/job-seekers.

If there could be a do-over, having a seasoned captain in the pilot seat that fateful night, with JFK Jr. alongside as co-pilot, would’ve been optimal. But in today’s cost-cutting business environment, highly qualified “captains” are being forced out of their jobs into unwanted retirement.

Throughout America, up and down industries from A to Z, there are Sully’s and Shults’ being removed.

But do companies need to toss away so much institutional knowledge and experience? Is there no longer space for company loyalty in this nomadic, gig economy era? Shouldn’t businesses and recruiter’s value those who, over many years, put their smarts and their soul into developing a brand?

There should be ample room for whipper-snapper smart youngin’s, armed with the latest technology chops and newest business theories, to combine with wily oldin’s who rely on experience, intuition, relationship-building and long-term knowledge of the brand. That feels like a winning combination.

Unfortunately, online recruiters and traditional headhunters often do not value savants.

Which brings up an -ist that does not receive as much attention as other -ists. Everyone knows the more familiar -ists; racist, misogynist, fascist, supremacist, separatist. Add ageist to the list.

What’s an ageist? Someone who discriminates against another person because of their age, i.e. ageism. Sometimes older folks do it to younger folks, and sometimes younger folks do it to older folks. And often people who design and/or oversee the hiring process engage in it (very discreetly).

Recently, The Weekly Opine sat down with two 50-somethings to gauge what is happening in the job search arena. It was enlightening to say the least. What follows is a summary of conversations with these on-the-ball, smart, experienced, energetic, passionate, unafraid-of-technology people who have been virtually shut out of the job market for nearly two years.

“It’s less about sour grapes and more an understanding of where the American business model has evolved,” said Jay, a 58-year old ex-corporate senior director. “Yes, ageism plays a large role. But a bigger role is jobs don’t exist anymore. Corporate America is eliminating mid-management.”

Sheri, a 54-year old ex-corporate director says she had been with the same company for two decades and accepted early-retirement, so she could try something new. “I did not want to be ‘used’ for my expertise and then tossed aside,” Sheri said. “Yes, at one time I loved my job and was not looking to leave. But through attrition I found myself doing the job grade above mine, but not being paid at that level.”

Thus, we get a glimpse at Sheri and Jay, two veteran Fortune 100 warriors who now find themselves on the outside looking in, with fading hopes of returning to the high level they enjoyed during their career halcyon days. And they are not alone.

Since college, both have held just a handful of jobs. Jay spent four years at an ad agency, 11 years at a graphic design firm, and 18 years at a Fortune 100 retail brand. Sheri has worked at five leading ad agencies and at a Fortune 100 brand, where she spent two decades. Both won numerous awards during their careers.

So, what gives? Why is it two decorated, loyal employees cannot get any of the good jobs?

For one thing, both believe loyalty is not valued and can be turned against you. At her last job, at the Fortune 100 brand, Sheri felt “No one had my back any longer. Loyalty was going out the window.” Jay agrees saying, “It used to be loyalty to a company was ideal. But because I worked for a company for so long, it’s now viewed as a detriment.”

Many Baby Boomer’s searching for work say their knowledge, experience and salary are being used against them. Between the two of them, Sheri and Jay have five job offers in two years. One of Sheri’s offers was then rescinded. Plus, both had second interviews suddenly cancelled with the excuse the job description changed.

They say too many, even the majority, of available jobs are now lower level compared to where they ended their careers. Titles such as coordinator, assistant manager, associate manager, manager and senior manager do not measure up to senior director and director.

For his part, Jay admits to turning down all three job offers for a variety of reasons, most notably, the offers were well-below his level of expertise. With a wife and kids, Jay regrets turning one down in particular, even though the salary was 30% less than his previous salary (his previous employer offered a generous total compensation package including top-notch salary, an annual bonus and stock options).

“My regret came six-to-eight weeks later,” said Jay, who until recently had not interviewed in 28 years. “I went with my gut and my gut was wrong.” In hindsight, Jay says he would be open to a salary lower than what he’s accustomed to, so that he can get company healthcare coverage because “healthcare benefits are more important than the salary.” Sheri agrees healthcare is the key driver.

In one frustrating experience, Jay was flown to a company’s headquarters, interviewed with three officers, shown around by HR, made to believe he had a big advantage over the other candidates and then, poof! Follow-up emails were ignored for six weeks before HR fessed up and said, “Sorry we’re moving in another direction.” Jay says this was a demoralizing experience and not isolated. He has heard similar stories from others in the job-search trenches.

Sheri received a verbal job offer from a CEO and VP of Business Development only to have a hiring oversight committee nix the offer. Their reason? “They did not think they could wait three months for me to get up to speed and be successful,” said Sheri. Now that’s crazy talk coming from what sounds like a crazy organization. “It was total b.s.,” said Sheri.

To be clear, Jay and Sheri are not singing the blues. They are just offering insight into what it’s like to be on the job hunt after highly successful 25+ year careers.

Jay says he used to think people out of work for more than a year “must not be trying very hard.” After almost two years of searching, he calls himself “naïve” for having the notion that he was totally employable. Jay was totally confident in “my ability to get rehired.”

Sheri has had a dozen interviews and sent out over 150 letters. Jay has had 20 in-person interviews and around 75 phone interviews. They say the process stacks the deck against the AARP 50-something crowd.

Sheri says she did not want to believe age is a factor, but it is. “You cannot apply for a job without disclosing your age. They ask the day and month you started college and the day and month you graduated,” she said. She goes on to add, “They ask your race, nationality, are you a veteran, disabilities, are you heterosexual, bi-sexual, gay, LGBT.”

Sheri feels younger applicants do a great job cultivating their social media “brand” to complement their resume. Their resume is in part their Instagram, Linkedin and other social media accounts which provide a window into who they are. “Headhunters are voyeuristic,” Sheri says, “enabled to check out a candidate’s social media posts.”

Meanwhile, it is tough to break through online due to the use of keywords to cull applicants. “It’s like playing the lottery,” said Sheri. The wrong keyword, and your application is kicked out without so much as a fighting chance.

Jay says he spends 2-hours daily searching for jobs online. But, “80% of the jobs are not available. They’ve been filled.” Furthermore, to make Sheri’s point, Jay has only turned straw into gold once or twice, i.e. an online application resulting in a phone call or email from a hiring manager or headhunter.

So, is ageism at work here? Sheri says yes. “No one has told me I’m too old, but it is hard to make headway because there are not jobs posted for my level,” she said. “They tell you, ‘We don’t have any jobs suitable enough for you.”

Jay says ageism is at work while prospective employers “check the box and go through the motions.” The hardest thing about ageism is you can’t prove it. “HR has been trained to cover their tracks. They are really good actors,” laments Jay.

Douglas FreelandSeptember 6, 2018