This is Part II in a four part series. Read the original story here. Our RIF’d (reduction in force – another way of saying “laid off”) friend shares three strategies he should have employed to be prepared for an age-discrimination-induced-termination.
(1) Financial discipline.
I was preparing for retirement. But, I should have done better. Saved more. Hired a financial adviser; not some brokerage flunky. Been more focused on the “what if”. What if the bridge comes up short? That was a question I should have been asking all along. How’s your financial pyramid? Can it stand up to a tsunami of a premature job loss?
(2) Diversified income stream
Followed my own thinking, I should have created my own internet business. Hard to do, yes. Shoulda, coulda, woulda. They will kill you. I had ideas that I could have “spun out”. The internet is perfect for “part time” jobs. Instead of trying to convince younger people to do it, I should have done it myself.
(3) Recognition and self-defense
That Last Company was mucked up. (Maybe that’s why they hired me.) Should have done something different. They were a rickety bridge. Maybe I should have kept looking for a better one.
What are your strategies to combat age discrimination?
3 thoughts on “Age Discrimination Strategies – Part II or IV”
A key point, I think, is that last one: “Recognition and self-defense”. Yes, that Last Company was mucked up, true enough. Companies that discriminate, whether based on age or other factors, usually have other unpleasant practices likely to make them poor work environments. I don’t think I’ve ever heard anyone say “Company X may discriminate, but they sure are a rewarding place to work at.”
If a company’s managers and practices tolerate discrimination, chances are they are willing to do other not-so-nice things to their employees. You may sit on the sidelines and think “Too bad what happened to old Bob, there, but that’s not me.” However, that just means you’re a sitting duck for the next unsavoury move. Instead, think about all the useful advice that’s been given here, and make sure you have a strategy to protect and enhance your career.
I’ve blogged about this before from a different angle:
Should You Put Age or Marital Status on Your Israeli Resume?
In Israel, many (bad) employers don’t want to hire anyone over 40. So do you help them out by putting your age on your resume, or let them discover it when you go in for an interview?
In terms of the article above- if you’ve been discriminated against in getting laid off, take your ex-employer to court *if* you feel your case can be proved. Sadly, this is usually a very hard thing to do.
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