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The problem older workers face is simpler. They don't fit in to the hierarchical corporate environment, which is yet another reason why that mode of organizatio
by michaelochurch 13y ago
The problem older workers face is simpler. They don't fit in to the hierarchical corporate environment, which is yet another reason why that mode of organization is outdated.
If you're old and good, the supposition is that you'll resent being told what to do by someone inexperienced and probably not as skilled. If you're old and bad, then you're not a desirable hire anyway. Catch-22.
The way to fix this is to move to organizational models that don't rely so heavily on subordination and hierarchical rigidity. Conceptual hierarchy is necessary, but a fixed hierarchy of people is not.
Also, I think the VCs are to blame. They pick founders who are very young, because they're easier to take advantage of. Since it's rare that a capable 50-year-old will happily work for a 25-year-old founder, and the "boss should be older" rule traverses the hierarchy, the accepted age band at every rank becomes younger and more narrow.
- johnjlocke 13y agoI think that hiring decisions that work against older workers are based on a lot of unsubstantiated presumptions. There's no reason to resent someone being your boss if they happen to be younger. If they are a good leader, that has nothing to do with their age differential. I do agree that VCs have a lot to do with youth bias in startup culture, and for the reasons mentioned. It is easier to get a younger person with no external obligations to work insane hours. Why else would Facebook and Google build campuses that employees never have to leave? I don't believe in homogenization of demographics, age and experience over the long haul. It leads to stagnation of perspective and ideas, because the experiences of the teams are so similar. I think that people can learn from each other, both directions, and that is good for a team that has the bravery to challenge the status quo.