In our June "how can we help you?" thread, a reader writes:
I am an older graduate student (circa 40) who, in the coming years, expects to go on the academic job market. In your experience, is it true that older candidates are often looked at less favorably than younger candidates? Is there some sense that, with a younger candidate, it is more likely that "her best work is ahead of her"? To the extent that this age bias is prevalent, are there ways for older candidates to mitigate its impact? More specifically, are there particular worries about older candidates that they might be able to address in their application materials?
These are important questions. We had a discussion about ageism and grad program admissions a while back. However, to my recollection we've never had a discussion about ageism and the job-market. On the one hand, I'm tempted to say--on the basis of our grad program discussion and my own experience on search committees--that I don't think ageism (particularly against someone in their 40s) is likely to be a big issue. On the other hand, ageism in job-markets in general is (sadly) well-established. Further, it would not surprise me much if age discrimination is highly implicit, with those who engage in it not able to reliably introspect their own motives.
Anyway, I'm curious what readers think, both about the existence of ageism in academic job-markets and about what applicants might do to mitigate its potential impact. Anyone have any experience or insights here?
Recent Comments