Is There a Silver Ceiling???
“Silvering” executives limited by a silver ceiling
Overcoming The Silver Ceiling - Unique Challenges of Older Execs
I was recently at an amazing event in Denver, Extraordinary Women Ignite, and a surprising amount of the female senior executives spoke about leaving corporate in order to explore consulting or coaching or some other entrepreneurial venture.
And these executives were all "older" senior employees. They complained of not only hitting the glass ceiling as women, but also the "silver ceiling". (I thought I coined a new term with "silver ceiling" but apparently the folks over at the Agency for Integrated Care coined the term "Break the Silver Ceiling".)
These women both personally experienced and witnessed career barriers for older executives as becoming an increasingly pressing issue for them personally as for other female leaders in their companies.
As professionals delay retirement and continue careers into their 60s and beyond, many encounter the "silver ceiling." This, like the glass ceiling, presents challenges for experienced workers advancing or maintaining positions. These barriers can manifest subtly, from exclusion in events, to being clear warning markers of bias, like missed promotions and age bias in hiring. The impact extends beyond individual careers, and is beginning to affect organizations and the economy, whether we "see" it or not.
With so much experience and knowledge at risk, it's time to both examine the contributing factors - and more importantly - explore potential solutions. In this article I will discuss these realities and share some ways to overcome the barriers for older jobseekers making job changes.
Understanding the Silver Ceiling
The silver ceiling limits career progression for older workers, especially in executive roles. Unlike the glass ceiling, which is often linked to the discrimination of women, this targets individuals based on age. This can range from subtle biases to outright age discrimination.
Just look at media these days. Age-related stereotypes drive the silver ceiling. If you have silver hair or a few wrinkles then it's all about sitting in bathtubs looking at a sunset and playing pickle ball with your buddies. Very little media focuses on the progression of the elder workforce through the C-Suite (especially women.)
While not specifically focused on executives, I really loved this VICE Media video... "Old people are more than just aunties and uncles!"
Even shows where the patriarch or matriarch is strong and in charge (recently I've been watching Yellowstone and Territory,) the patriarch is seen as being lightly out of his depth and out of touch. And don't even get me started on Succession.
Sadly, media, employers, and is seems like the world in general, consciously or unconsciously, associate older workers with outdated skills, inflexibility, or lacking tech-savviness.
In fact, my friend Janine Vanderberg, a Keynote Speaker, writer, trainer and consultant committed to Slaying the #Ageism Dragon, ™️ was able to get LinkedIn to remove an ad denigrating older adults and stereotyping them for a perceived lack of knowledge about tech. Hello - LinkedIn is the "oldest" social networking site - what was it thinking????
These misconceptions can lead to amazing senior workers being overlooked for promotions, excluded from projects, or pushed out of positions.
Who Does the Silver Ceiling Affect Most?
While the silver ceiling can impact various industries, certain groups are more vulnerable. Executives in rapidly changing fields like technology face scrutiny about keeping pace with change. Those with long tenures at one company may be at a disadvantage when seeking new opportunities.
Several of my clients have (and are) experiencing this. Most of them have decided to start their own business as they are just plain exhausted after fighting first the glass ceiling and then the silver ceiling!
I feel like employers sometimes question the adaptability of anyone older than 33. Workers over 50, particularly from "diverse" backgrounds, experience even more age-related career barriers. They face challenges reentering the workforce or advancing, highlighting the need for support. This includes more voices like Janine's speaking out, more grants like those from the Peggy and Jack Baskin Foundation being share, more programs like those from the Center of Workforce Inclusion getting funded and more in their job search and rise within their own companies.
Factors Contributing to Career Barriers for Older Execs
Several factors contribute to career barriers for older executives. Understanding these is crucial for individuals and organizations. We must address age bias in the workplace.
Technological Stereotypes
Older Workers Know Technology!
As mentioned a few times now, one pervasive myth is that older workers struggle with technology. In fact, in my search for images for this article, I could not find one of an "older woman using tech" that wasn't on her phone. So I had to create my own in ai. Which is pretty ironic when you think of it, being as I am one of those "older women using ai"...
This stereotype damages executives, as tech proficiency is often a leadership prerequisite. However, programs are actively dispelling misconceptions through training, such as with productivity tools. Learning new organizational skills and how to complete administrative tasks can show employers their current role experience isn't outdated.
The Value of Older Executives in the Workplace
A Misconception About ROI
Some employers avoid investing in older executives, believing they offer a lower return on investment (ROI) due to potentially shorter careers. This mindset is short-sighted and overlooks the immense value that older executives bring to the table.
Experience and Wisdom
Older executives possess valuable experience and wisdom that can greatly benefit organizations. They have spent years honing their skills, navigating complex business landscapes, and developing a deep understanding of their industry.
Mentorship and Knowledge Transfer
One of the most significant advantages of having older executives is their ability to mentor and guide younger colleagues. They can share their expertise, provide valuable insights, and offer job search tips to help younger professionals grow and develop.
My husband, who is 50+, frequently mentors his younger associates. When they request it, he shares advice not only for business matters, but with life and various skills support as well.
Salary Negotiation Skills
Many older executives have developed strong salary negotiation skills, which can be incredibly beneficial to employers. By passing on these skills, they can help younger employees navigate the often-daunting task of salary negotiations, leading to more equitable and satisfying outcomes for all parties involved.
Impact on Hiring Decisions
The misconception about older executives' ROI also impacts decisions about hiring a C-Suite and executives. Organizations may overlook qualified candidates based on age, rather than considering their wealth of experience and skills. This can lead to missed opportunities and a less diverse, less experienced leadership team.
Generational Gridlock
With more workers delaying retirement, balancing generational career aspirations is challenging. This can create tension. Older executives are also sometimes considered to be too expensive when it comes to their salary level and the financial terms needed to secure the executive.
Another issue could be the company's culture and fast pace. These concerns might exist even with exceptional qualifications from the job candidate and even if they prohibit employers from age discrimination.
Factor, Impact and Solutions Graph to break the silver ceiling
Overcoming Career Barriers for Older Execs
While the silver ceiling's challenges are significant, I believe they are not insurmountable.
Individuals and organizations can create more inclusive workplaces.
Executive networking is a skill that can be developed if needed by senior executives looking for a new position.
Developing personal branding tactics might increase visibility and awareness of expertise.
And the more "silvering executives" can demonstrate their value, the more likely we are to overcome age discrimination in leadership positions.
Continuous Learning and Skill Development
Combating age stereotypes requires ongoing education. By staying current, professionals demonstrate adaptability.
Organizations can offer training to help older workers update skills and remain competitive. LinkedIn Learning, DottoTech and many other online training programs can keep all folks up to date with training and certifications.
Here are a few more options to brush up on your skills:
Coursera
Offers courses and certifications from top universities and institutions like Yale, Stanford, and Google. Topics range from data science and business management to digital marketing. Coursera
Udemy
Known for a vast library of courses on various topics, including management, technology, and personal development. Udemy often features courses that are short, practical, and affordable. Udemy
Skillshare
Focuses on creative, business, and technology skills. Skillshare offers classes on topics like productivity, design, and business skills, which can help executives stay current and innovative. Skillshare
Harvard Business School Online
Offers executive-level courses and programs in business analytics, entrepreneurship, and leadership. Harvard's courses are highly respected and tailored for those looking to deepen their business acumen.
Google Digital Garage
Provides free courses in digital marketing, data analytics, and other digital skills. Google's certifications are industry-recognized and particularly valuable for executives wanting to expand their digital expertise.
IBM SkillsBuild
Offers free courses and certifications on AI, cybersecurity, and cloud computing. IBM SkillsBuild is aimed at job seekers and career switchers, with a focus on preparing learners for real-world roles. IBM SkillsBuild
HubSpot Academy
Specializes in marketing, sales, and customer service training with free certifications. HubSpot Academy is useful for executives looking to improve in digital marketing and CRM. HubSpot Academy
MasterClass
Offers courses taught by industry leaders on topics like business strategy, negotiation, and communication. Although not certification-focused, it’s valuable for high-level insights from experts.
MasterClass
What might learning new skills help you and identify to others (including HR - inside or outside)?
Digital certifications showcase technological proficiency.
Pursuing advanced degrees or specialized certifications shows commitment to growth, valued in leadership roles.
Learning venture capital can help to attract capital groups to help finance your work proposal.
Embracing Flexibility and Adaptability
Demonstrating flexibility overcomes perceptions of rigidity. This includes openness to project work, consulting roles, or entrepreneurial ventures.
There are programs supporting older adults in self-employment, an alternative path. (My favorite solution!!!)
Exploring consulting can also show job candidates who have experienced age discrimination that they are in fact flexible and able to adapt their career path if the corporate ladder doesn't feel inclusive to them.
Sometimes people just won't listen to "a prophet in their own land" - but when you come in as a specialized consultant able to assist senior leadership, suddenly you can share your genius in other ways. You are still helping executives - even if the high-level job in consulting is not another corporate ladder job.
Organizational Strategies to Break the Silver Ceiling
Organizations play a vital role in dismantling barriers. Age-inclusive policies benefit older workers and enhance performance through diversity and knowledge retention.
Executive officers need to understand their options to ensure the company culture can attract the talent it needs, even from mature employees.
Promoting Age-Diverse Teams
Organizations can create multi-generational teams. This fosters an environment valuing diverse perspectives. It promotes cross-generational learning. Executive search consultants help ensure leadership positions are available, too.
Implementing Fair Hiring and Promotion Practices
Review hiring and promotion processes to eliminate age bias. This might involve age-blind recruitment. Focus on skills rather than graduation dates. Ensure promotion criteria is merit-based.
Offering Flexible Work Arrangements
Providing flexible schedules, phased retirement, or part-time consulting retains older executives' knowledge. It accommodates changing lifestyle preferences.
Conclusion
Career barriers for older execs, the "Silver Ceiling" is significant - but not insurmountable. By valuing experience, fostering continuous learning, and implementing inclusive policies, we can shatter the silver ceiling.
A more age-diverse workforce leverages all generations' strengths. It creates environments where seasoned professionals thrive and contribute. By addressing these barriers, we build inclusive, dynamic, successful organizations. This multi-generational workforce will benefit from everyone's insights and expertise.
Older employees who continue their education in various ways like going through professional networking programs and search firms, or human resources learning paths, can gain a strong positive attitude and stay relevant.
Have you felt the "Silver ceiling"? Let me know YOUR story!
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