“A Bit Long in the Tooth”: Analyzing the effects of ageism on workforce diversity in a

downward economy

By: Tiffany Ashby and LeRodrick Terry

therd7@yahoo.com & lterry@shorter.edu

Summary of Proposed Chapter

This chapter will highlight the effects of ageism for mature workers (those workers with

more than 10 years of applicable work experience) while seeking employment in a different

industry during an economic recession. During the recent economic recession, millions of

otherwise sought after, successful professionals experienced termination from their respective

jobs. These newly jobless workers were initially confident that their years of experience and

credentials would be more than enough to secure permanent employment with another employer.

It has been well documented that this was not the case. As a matter of fact, it can be argued that

the obstacles for individuals who fit into this workforce dynamic encounter more difficult

obstacles in transitioning to new careers and/or securing employment in their current fields. This

chapter will address the affects of the current economic trend, age discrimination and perceptions

about mature segments of the workforce on those mature workers transitioning to new careers.

For those mature transitioning professionals, months or even years of hitting the

pavement signified a change in employer perceptions of desired qualities for workforce diversity

related to hiring mature workers. The priority once placed on identifying individuals in the

available workforce with measurable qualities such as experience and education as the

preemptive factors for making a hire are no longer relevant. The chapter will highlight existing

research that supports this phenomenon. The highest consideration once given for matching skill

sets to the appropriate job description is not the same as it was prior to the economy making a

downward turn. Those very educated, highly qualified and once heavily recruited professionals

face ageist discriminatory practices by continuous denial of employment in spite of being head

and shoulders above competing candidates. The chapter will explain this is due to hiring

practices whereby potential mature, experienced employees are passed on by potential employers

due to a consideration of the projected salary versus a track record of competency and the ability

to efficiently fulfill the professional demands of the position.

The effects of ageism will be examined as it relates to transitioning professionals. Those

mature individuals who have chosen to seek a new career in light of the lack of opportunities

present now they are jobless with no prospects within their previous industries. The research into

how perceptions of ageism in the workforce will be discussed. The desired outcome of this

discussion will produce recommendations for transitioning professionals and seek to reduce the

discriminatory perceptions from employers that mature workers have endured as a result of the

prolonged recession. This chapter will present the relevance of this ongoing struggle within a

segment of the workforce and present methods to diversify workplace hiring practices by

leveraging the rich experiences, education and backgrounds of those members of a mature,

diverse workforce.

ABOUT THE AUTHORS:

LeRodrick Terry is an experienced higher education professional with a Ph.D. in Higher

Education Administration. Terry’s experience in the field of higher education includes

programming for adult education, student affairs, academic support, mentoring and retention,

alumni relations as well as instructional duties. Terry currently serves as academic advisor and

faculty at Shorter University where he is coordinating the integration of the advising components

for the College of Adult and Professional Programs online program. Most recently, Terry worked

for the Vice President of Auburn University and Executive Director of the National Auburn

Alumni Association in the Office of Affairs. There he served as program coordinator and advisor

to the Student Alumni Association (SAA), the largest student organization at Auburn University.

Tiffany Ashby is experienced in field of human resource professional. Ashby has a Master of

Education degree in Adult Education from the University of Georgia. Ashby’s areas of

concentration and research interest include human resources management, recruitment and

staffing for private organizations and corporations. Ashby has recently transitioned into the field

of higher education from the corporate industry bringing a solid foundation of practitioner

experience in grant writing, organizational management, strategic planning, coordinating

employee compensation, recruitment, employer relations and staff development training. In her

current role, Ashby serves as Project Manager for the NASA Global Climate Change Grant at

Georgia State University.