Don’t Let the ‘Silver Ceiling’ Dead-End Your Career — Here Are 3 Ways to Protect Yourself
Older U.S. professionals can take control of their ambition in the workplace.
Key Takeaways
- Older U.S. workers are often passed over for opportunities that go to younger counterparts.
- Here’s how older professionals can still position themselves for success, per Kickresume.
After climbing the corporate ladder for decades, many older U.S. professionals find themselves undervalued and overlooked — stuck beneath a “silver ceiling.”
Recent research highlights just how pervasive the problem is: About three in five workers age 45 and older (61%) have either seen or experienced discrimination in the workplace, according to an AARP report.
Employers admit to the bias, too. Nearly one-third (32%) of HR professionals said an applicant’s age played a role in the decisions their organization made during the job application process, per the Society for Human Resource Management.
Older employees being left out of career trainings or passed over for advancement opportunities are also telltale signs of the silver ceiling issue. “We’re seeing experienced workers assessed very differently when it comes to ‘potential,’ despite strong performance,” Peter Duris, CEO and co-founder of AI career app Kickresume, says.
Despite having years of career experience that make them great candidates for leadership roles, older professionals are often ignored in favor of their younger co-workers, who receive promotions instead, Duris adds.
Older employees who want to make sure they don’t run into the silver ceiling in their workplace should clearly communicate their career goals and desire to develop new skills, per Kickresume.
Actively seeking out training, mentoring or cross-functional projects can demonstrate adaptability and ongoing growth, as can asking for feedback and details on how employers assess potential.
Employers can help break down the silver ceiling by assessing potential, investing in development at every stage and initiating conversations about ambition without making assumptions, according to Kickresume.
“There’s a growing disconnect between performance and perceived potential for older workers, and simply rethinking how potential is assessed could help organizations unlock talent they already have and make fairer promotion decisions,” Duris says.
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Key Takeaways
- Older U.S. workers are often passed over for opportunities that go to younger counterparts.
- Here’s how older professionals can still position themselves for success, per Kickresume.
After climbing the corporate ladder for decades, many older U.S. professionals find themselves undervalued and overlooked — stuck beneath a “silver ceiling.”
Recent research highlights just how pervasive the problem is: About three in five workers age 45 and older (61%) have either seen or experienced discrimination in the workplace, according to an AARP report.
