Reasons Older Employees Are Overlooked at Work

I've seen a lot of chatter lately asking whether ageism in games is real or worth discussing. It is. This is not a debate. Ageism is real, it is profound, and we need to confront it now. This has been one of the issues most important to me to discuss for our community. Beyond all the studies, I see deep data within our community that shows me how stuck gamers over 50 are, disproportionately more than others. That is why I have devoted full talks, LinkedIn content, and investigative research to this issue, both within our games community and beyond. Here is the reality: According to IGDA survey data, only 3% of game developers are over 50, while roughly two-thirds are aged 20 to 34. According to AARP, 64% of workers over 50 report experiencing or witnessing age discrimination at work. According to iHire, 1 in 3 job seekers over 50 say they have faced ageism in their job search, with half noting younger candidates were chosen even when they were equally or more qualified. According to a survey cited by the New York Post, 42% of hiring managers admit they consider age when reviewing resumes, with biases against candidates over 60 based on assumptions about retirement risk, cost, or technical ability. The result in games is stark. Based on primary research from our own Amir Satvat's Games Community, confirmed repeatedly over three years, the odds of landing a job are around 5 to 7% in early career, and by the time someone is 50 or older, those odds fall back to that same level. The decline is visible across data sets and undeniable in lived experience. Ageism is pervasive in games and in tech. It pushes rich experience out of view. And it tells older professionals they do not belong. That is not rhetoric, it is fact, and it is harmful. For those wondering if we should even talk about this: Yes. We must. Until data like this no longer exists. This is one of the great shames of our workforce that we all own and are responsible for.

Age discrimination? Oh, it’s real. And it’s not hiding in the shadows anymore—it’s sitting right there in the job posting that wants a “digital native” with 10+ years of experience and a TikTok presence. If you’re over 40 and you’ve lost a job, you already know the panic that sets in. Not because you’re not qualified. But because you’re too qualified—and that’s code for “too old.” Suddenly, all that experience and education becomes baggage. And in some industries, it’s painfully obvious the goal is to keep the team looking like a college group project. Here’s the kicker: 🔹 76% of older workers say age discrimination is a problem in hiring (AARP). 🔹 44% of workers 45+ have been pushed out before they chose to retire (ProPublica). 🔹 And if you think ageism starts at 60, think again—it creeps in as early as 40. Now, let’s talk about DEI. Because a lot of folks ranting against it keep missing a key point: Diversity includes age. Equity includes experience. Inclusion means not ghosting someone just because their graduation date predates Instagram. If we’re serious about DEI, we have to stop treating age like a liability. Experience is not the enemy. Institutional knowledge is not a red flag. And frankly, a team of all 28-year-olds isn’t “fresh” or “innovative”—it’s just imbalanced. So how do we fix this? ✅ We stop dancing around the issue. ✅ We call out age bias when we see it (even when it’s hiding behind words like “culture fit”). ✅ We make sure DEI efforts actually include the full spectrum of talent, including those who’ve been in the game long enough to remember when Slack was just something in your jeans. Ageism isn’t subtle anymore. It’s just normalized. Time to change that. #AgeInclusion #DEI #AgeDiscrimination #WorkplaceBias #ExperienceMatters #DiversityAtWork #KeepItReal

The other day, I had another frustrating conversation with a leader complaining about unfilled roles. When I asked about a highly qualified candidate I'd referred—who didn't even get an interview—the response floored me. "Well, they're close to retirement age." Seriously? In 2024, we're still dealing with this nonsense? Let's bust some myths, shall we? First off, the idea that younger hires will stick around longer? Pure fantasy. They've watched their parents' loyalty rewarded with recession layoffs. Post-pandemic, they know work is just one part of life. People stay when they feel aligned, respected, and see growth opportunities—regardless of age. And please, can we retire the "older folks can't handle tech" stereotype? Many of us over 50 have been adapting to new technologies our entire careers. We started with analog and rode every digital wave since. Want lifelong learners? Look no further. Here's the kicker: with age comes a wealth of experience. We've made mistakes, learned hard lessons, and honed our skills. We're eager to share, collaborate, and mentor the next generation. Speaking personally, I work to make an impact. It's about purpose and meaningful contribution, not just a paycheck. So, to all the leaders out there: it's time to open your eyes and your hiring practices. You're missing out on a goldmine of talent. Age is just a number—it's experience, skills, and passion that count. Let's end this discrimination. Your bottom line (and your team) will thank you. #AgeDiscrimination #WorkforceInclusion #ExperienceMatters #CareerAfter50 #HireBetter