Ageism is a concerning issue in the tech industry that affects not only the older generation, but also the younger. 

Technology advances with increasingly innovative creations, and basic functions are modified to maximize convenience and practicality. As such, the knowledge of those working to adhere to such standards–for example, those in the tech industry–therefore requires continuous updates to keep up with technology’s ceaseless progression. Inevitably, employers develop the understanding that workers must be updated as well.

While other fields of work often value experience, compared to an older and seasoned individual, a younger candidate is more likely to be chosen. Even after employment, increased age also increases the chances of being laid off. 

According to Howard Williams of TechTalks, “68 percent of baby boomers don’t apply for tech jobs for fear of being ‘too old’ [and] a 2018 study found that three-quarters of professional developers are younger than 35.” 

Besides the idea that older programmers have stagnated or outdated skill sets, money also plays a role in their unemployment. Older and skilled workers are likelier to know their worth and request a raise or other benefits. Meanwhile, those who are younger and less experienced are more likely to accept what they get and are therefore cheaper. 

Rather than hiring one proficient programmer, a more likely scenario is companies hiring a bunch of rookies. Yet, this also poses a problem for the younger generations. Often, many young adults fresh out of college are hired, burnt out, thrown away, and the cycle repeats. 

Despite preventive measures such as The Age Discrimination in Employment Act of 1967 (ADEA), ageism continues to prosper. 

By Irene Kim