Witnessing Ageism and the Overlooked Value of Seasoned Professionals

Photo by Marcus Aurelius

In my tenure with a company specializing in an online healthcare recruitment platform, I encountered a recurring trend that was troubling: the prevalent overlooking of seasoned physicians and practitioners, particularly those who graduated or completed training in earlier decades.

My role involved aiding physician recruiters in utilizing our platform effectively to yield successful outcomes. Conversations with these recruiters often revealed a tendency to exclude more experienced doctors, focusing instead on younger candidates who could potentially establish long-term roots within the health system. This emphasis on ‘growing with the community’ inadvertently led to neglecting physicians who had graduated in the 70s, 80s, or early 90s.

Examining the search parameters employed by recruiters, it was evident that numerous doctors over 60 were disregarded. Recruiters seemed to harbor an assumption that older physicians were nearing retirement, leading them to overlook this valuable demographic in their pursuit of fresh, long-term prospects.

In one instance, a recruiter preemptively sought replacements for physicians assumed to retire soon, a decision solely based on age rather than explicit statements from the doctors themselves. This trend of overlooking older doctors persisted despite our data indicating that these seasoned professionals were more receptive to recruitment efforts and open to discussing job opportunities.

The most disheartening moments came when recruiters, eager to fill positions, ignored inquiries from seasoned physicians interested in their job openings. While I couldn’t confirm the reasons behind this behavior, the correlation between lack of response and the physician’s age seemed evident.

One experience reinforced my perspective that mature physicians were dramatically undervalued by recruiters. I worked with an 80-year-old CEO of a community health clinic in downtown New Orleans. His relentless dedication to serving the under-served population, demonstrated through leading a non-profit health center, showcased the immense value older professionals bring. Witnessing his impactful work underscored that age does not dictate one’s contribution to the workforce.

It’s clear that mature professionals offer invaluable expertise and insights, utilizing crystallized intelligence honed through years of experience. Yet, it was disheartening to witness ageism in recruitment practices, which extends beyond my personal experiences.

The need for mentorship and guidance in the workplace is substantial, a need that seasoned professionals can adeptly fulfill. Their presence not only benefits the people they serve but also nurtures and enriches the newer members of the workforce.

This experience has heightened my awareness of ageism in the workplace and reinforced the importance of recognizing the immense value that mature adults bring to the table. I want to embrace the potential of this often-overlooked demographic as a step towards leveraging their valuable expertise and experience and applying it to the health and wellness industry. For those currently working in the field, I want to spotlight these individuals and recognize the value they bring to the industry. For those active individuals considering a second act career, I want to encourage, inspire, and invite their knowledge, experience, and passion for health into the health and wellness industry.