Ageism in open job role descriptions

When you are searching for a job you might notice that ageism sometimes sneaks into open job role descriptions. Some organizations will unintentionally stereotype against candidates by using words with age-bias in job postings such as “young team,” “high-energy,” and “fast paced” to stop older applicants in their tracks before they even apply for the available roles. For reverse ageism, stereotyping based on someone’s young age or perceived young age, be on the lookout for words like “experienced” or “seasoned applicants only.”

The good news is that many companies proactively train hiring managers to eliminate both conscious and unconscious bias, and to let job candidates know that only their experience is up for conversation during the interview process. But there is still room for improvement across industries.

Below is a list of ageist words and phrases that have been spotted in job postings, paired with inclusive alternatives that focus on qualifications and reduce unconscious bias. The goal of recruiting should be to focus on skills and outcomes, using neutral terms and avoiding stereotypes that could negatively impact not only potential candidates, but also the companies’ from finding the best candidates for the open roles.

Age-biased: Tech-savvy
Inclusive Alternative: Proficient in [software/tools]

Age-biased: Young and energetic
Inclusive Alternative: Enthusiastic

Age-biased: Junior candidate preferred
Inclusive Alternative: Entry-level candidate welcome

Age-biased: Recent graduate
Inclusive Alternative: Graduate

Age-biased: Up-and-coming
Inclusive Alternative: Ambitious

Age-biased: Fast learner
Inclusive Alternative: Adaptable

Age-biased: High energy
Inclusive Alternative: Able to sustain a fast-paced environment

Age-biased: Youthful perspective
Inclusive Alternative: Diverse viewpoint

Age-biased: Seasoned professional
Inclusive Alternative: Skilled expert in [industry]

Age-biased: Ability to work long hours
Inclusive Alternative: Able to manage workload and meet deadlines

If you spot age-biased language in a job postings, be sure to reach out to the hiring companies and let them know which words are ageist, and even provide inclusive alternative suggestions.