What are your thoughts?
10 replies (most recent on top)
I work for Microsoft and age discrimination does and is happening still. If you feel you have been discriminated by Microsoft for your age it is illegal. File a complaint with the EEOC. It's a federal government entity that enforces the law. They will do an investigation once they complete their investigation their could be large fines if it is found they are in violation. Regardless if they fine or don't fine - once they complete their investigation they will give you a piece of paper giving you permission to sue. If you have counterparts who are also facing discrimination its possible it could be upgraded to a class action lawsuit similar to one Google incurred a few years ago where 200 people were awarded 11 million dollars due to age discriminating practices.
@@VQnZJ3N-26cqo still a hiring manager, still older workers on my team, still bring them in all the time. We have a diverse team so all bases are covered. Not from HR here. Mind your attitude. its all about attitude and skill regardless of age.
It's all about attitude, skill, your ability to relate across the generations...this is the value that is timeless. The company will need young, middle, and old to be successful as that is the make up of their clients who pay the bills. Remember, even if older people do not consume technology as fast as younger people, they certainly buy it for their children and grandchildren and then their younger family members help them come up to speed. We cannot ever forget who pays our bills in the end...the clients, and our clients are diverse therefore we want to have a robust and diverse community of people that can bring the best ideas. More experience can bring perspective and design into products that can be invaluable and help create new products and services for an aging population. They can also help build leadership/non technical skills for the younger technicians that will need stewardship in maturing. That won't happen by itself...it does take a village spanning the ages otherwise you have an environment that looks like "the lord of the flies" and that's not good for anyone.
the hiring manager comment is total spin from the company, it is all BS, trump-like funny.
Older People (50-60) are good to talk too - especially during meetings and discussion - alot to learn from their experiences. Issue is that they don't upgrade their technical skill set - making it difficult to work with.
@VQnZJ3N-dbj great statement!
I echo what @dbj said - a hiring manager here, I'd say about 1/3 of my hires are over 45
Blah blah blah. Just look around at lunch and see how many folks look over 45-50. The avg age at msft is below 30.
The company has lots of ways to rid itself of older people - time in level, promotion velocity being good proxies for age. Once you are over 45 it's a good idea to start hedging with other sources of income. I've even been on interview loops where people have told me the candidate 'looks old' or has 'too much experience'.
Its not even just a factor of msft, it's the entire industry that delights in hiring 'new graduates' etc.
As a hiring manager at Microsoft, I have hired many people in their 50's and 60's that are still with the firm today. Some of my best leaders are over 65 we hired in the past few years from the outside and we have no intention of letting them go if they still want to stay and keep doing great work. The Men M's love them as they provide excellent mentoring experience give a lot of themselves, and show every day that they want to be here. It's all a matter of attitude and capability. Don't age yourself out before others do and if you expect that you will be aged out, then there you go, you will possibly mentally create actions, attitude, and results to match - sabotaging yourself w/out even trying. Out of any company I have worked, Microsoft has the most Grays spanning across the teams that I have ever experienced. We hire a lot of grays that are quite talented so I would watch the attitude, focus on doing great work and building strong relationships across the firm. No I am not from HR...no even close.