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https://www.channelnewsasia.com/commentary/workplace-discrimination-age-jobs-recruitment-3900191 14 jobs and 5 industry changes later - marketing and editorial professional Imran Johri found himself facing ageism in the job market. SINGAPORE: “The team is quite young and we intend to nurture a hustle culture with them.” This, I would soon realise - in hiring terms - was code for, "I don’t think you’ll fit in, old man". That in itself didn’t bother me much, but what did bother me though, was that I was beginning to see a trend. In the most recent batch of about six job interviews I’d attended, there began to emerge an archetype of hiring managers that, within minutes of talking to me, would in high probability reject my candidacy. At first, my thought was “Am I the problem here?”. After much self-reflection I can wholeheartedly say, maybe. Before you judge my annoying prata-flips, let me give some context. GOING AGAINST THE GRAIN Ageism in the workplace has been under the spotlight recently, with a survey released by the Ministry of Manpower in July showing that age was the most common form of discrimination experienced by jobseekers. Across age groups, those aged 40 and over had a much higher incidence of being discriminated against. Considering that Singapore’s retirement age is 63 - and is set to be raised to 65 in 2030 - being told that you’re too old for a job while in your 40s is unnervingly early. Singapore’s population is not only ageing, but ageing rapidly - with 25 per cent of Singaporeans expected to be 65 and older by 2030. This will be a massive change not only for society, but the workplace too. Luckily for older workhorses like me, the Tripartite Guidelines on Fair Employment Practices will soon be enshrined into law. Now, anyone who’s ever seen my resume will either brand me an incorrigible job-hopper or commend me for my extensive and varied work experience. To be fair, both of these cursory judgments are valid. Right out of university, I was fuelled by abject idealism, and despite growing older and wiser, this intrinsic motivation or rebellious passion to go against the grain has fuelled most of my career choices. This of course came at a cost - for I knew this was not the path to wealth, fame or meteoric success, but rather, a self-gratifying journey of personal wins. Despite this - never would I imagine that after 24 years of chasing that next new exciting project - I would come to a head-on collision with ageism. FROM YOUNG UPSTART TO OLD BIRD The first five years of work were often peppered with, “let’s do this, you’re clearly hungry” from my first bosses. And I absolutely was, my risk appetite was bottomless and I wanted to do more, all the time. I went from being scriptwriter for an award-winning TV show to being the editor of two men’s magazines. I was on a career warpath, and I worked myself very close to burn-out. Luckily for me, I eventually recalibrated, mostly from stints overseas and really started to pace myself, but by then the publishing industry was starting to decline. I then had to make the hard decision to switch industries and at that point, it was plausible and easier, in fact, to change, mostly because my next batch of bosses in marketing saw my editorial experience as a huge plus. By 2018, I had become the head of marketing for a venture capital (VC) but alas, I had also come to a point where I had to make another tough choice. I had to either become an entrepreneur, as per the philosophy of the VC, or choose an alternate pathway, which the organisation would fully endorse and support either way. So after five years with the VC, I chose to leave and to explore what the market held for a 49-year old man with a chequered CV. YOUNG GUN MARKETEERS ARE A DIME A DOZEN The rejections were varied and in volume, some of them coming in fast and furious. “You don’t have the necessary experience,” was a common reply. So was “We’re looking for someone less senior”. In retrospect, it’s hilarious to me now how I simultaneously didn’t have the necessary experience and yet be too senior for the job. Some rejections, however, were slow and painful, with multiple interviews across recruiters, managers and directors. To which I was either ghosted or simply sent a very tardy rejection email. One thing stood out for me though, during those tough job-search months - I became adept at identifying the specific type of hiring manager that would reject me after the first meeting. They were always early- to mid-30s marketeers, who’d attained an accelerated upward trajectory in the marketing world and were now the marketing heads. Now, I can absolutely empathise with their decision to reject me outright. Those hiring managers were under pressure to lead young, high-performance teams, all of whom were hungry and ready to hustle. The last thing they needed was an older man to second-guess their decisions in the midst of the fire-fighting and chaos. They needed to move ahead, unabated. But here’s the thing about being an older guy with experience, I will second-guess and challenge the decision-making process if I think there might be a better way of doing things. UNCLE CAN’T HOLD HIS TONGUE So am I the problem here? Maybe. Is ageism being practised? I think so. But not in an absolutist way. In fact, I would argue that it’s nuanced and contextual. In the end, just as I eventually knew what would not work in my favour - I started seeing what would. Some of the interviews I’ve attended were an absolute joy, with clear, transparent communication and hiring managers who saw the value I brought to the table. I have since made the transition to a technology company, one that has one of the most diverse team compositions I have ever worked with, with everyone driven to ensure we make a mark in the market. One of the annoying key drivers of ageism, it seems, is the belief that older employees can't keep up with technological advancements. Preposterous. I’m literally a tech-bro at 49 - and the assumption that older employees lack the vigour, adaptability or skills required for a “young person” role is unfounded. We older guys have too much at stake, with too many dependents and no time, to even consider ourselves being at a "disadvantage". So if you’re on the job hunt, keep at it. No matter who you are, or what you do, there will be an -ism working against you. But take heed, take notes and take charge of your own career - it’s the only way to go. Imran Johri is a marketing and editorial professional with extensive experience in the Asia Pacific region.

From AI That’s a thoughtful and important question. 🌿 Negativity bias toward aging — the tendency to focus more on decline, loss, or frailty than on strengths and growth — is deeply ingrained in many societies. Combating it requires action at three levels: individual, social, and structural. Here’s how we can address it step by step: 🧠 1. Change Mindsets (Individual Level) a. Become aware of age bias. We all absorb subtle messages that equate “young” with “good” and “old” with “bad.” Start noticing these in media, conversations, and your own thoughts. b. Reframe aging as growth. Instead of seeing aging as decline, emphasize what’s gained: perspective, emotional regulation, creativity, and resilience. Example: Instead of saying “She’s still active for her age,” say “She’s active and energetic.” c. Challenge your internal talk. If you catch yourself fearing aging (“I’m getting old, ugh”), replace it with gratitude or curiosity (“I’m entering a new phase of life, let’s see what I can learn”). 🫶 2. Shift Social Norms (Community & Media Level) a. Increase visibility of positive aging. Promote stories, ads, and media showing older adults as capable, creative, funny, loving, and productive — not just frail or dependent. b. Encourage intergenerational connection. Regular interaction between younger and older people reduces stereotypes. Examples: mentorship programs, community gardens, co-housing projects, or volunteering together. c. Language matters. Avoid patronizing terms (“cute old lady,” “still working!”). Use person-first and equal language (“She leads a hiking group,” not “She still hikes at 70!”). 🏛️ 3. Systemic & Policy Change (Societal Level) a. Anti-ageism education. Include lessons about age diversity and lifespan in schools and workplace diversity training — just like race or gender inclusion. b. Redesign work and care systems. Offer flexible work for older adults, mentorship roles, and opportunities for lifelong learning. This shows that aging ≠ obsolescence. c. Support age-inclusive health policies. Ensure older people’s needs are represented in medical research, design, and technology — without treating them as a single “vulnerable” group. 💡 Bonus: Promote Positive Contact Research shows that frequent, positive interactions with older adults are the single most effective way to reduce bias. When we truly know someone older — their humor, stories, and abilities — stereotypes fade. Would you like me to focus next on how to apply this in a workplace or family setting (like specific actions or communication tips)?

came across this article. mixed feelings after reading it. then again, it is also very revealing towards the bigotry mindset of this author. i can only shake my head and say "I FORGIVE YOU" http://www.straitstimes.com/lifestyle/more-lifestyle-stories/story/some-parents-overuse-prams-truly-distressing-social-ill-20140 not that all pram pushing parents are angels, now i know one more bigot who paints all prams pushing parents as selfish idiots who live in their own world where all childless people must respect them at all cost~! THANKS YOU for revealing yourself. and again i will say... I FORGIVE YOU~!

The tightening for employment is getting fierce, man. Going all the way to to plug holes and cracks. I can see, is going to be tough business environment for IT, banks' back offices and banking. Especially those have been abusing the employment act. Tightening controls

Saw yesterday man u derby,what a match .but as my title says it all.what is the hell,95 mins plus and still no whistle?but credits to man u keep going,they never gave up,for some teams,i think they will juz pass the ball around and go for draw liao.seriously,the ref should be ban,for those who watch the match last night,whats ur say?

Does the former affect the latter? I'm not sure if it's because i changed my front tyres, or because my mech tightened my hand brake, but now when i brake into a corner and flick my wheel, my rear end swings out MUCH more readily. macam i corner with handbrake 2/3rds up . damn fun for my normal driving in the dry , but it means i cannot push my luck too much, and gotta be damn careful in the wet. in any case, in the wet, i do all my braking BEFORE the corners, then accelerate gently (usually. step harder just means more understeer ) on the way out. i read somewhere before tt front/rear brake bias can be adjusted (for cars without EBD at least. not sure for those with EBD whether can do or not) but is that linked with hand brake "tightness"? front tyre potenza g3, while rear tyres are RS2. both are quite sticky but the g3 seems like it has a slightly wider footprint even though same size as the rear tyres. RS2 is reputed to be much grippier though, so i'm wondering what gives... my car is a getz. front wheel drive of course. running BC coilovers set at softest setting, front feels somewhat softer than the rear, but no understeer with previous tyre combination (louya front with RS2 rear)

I was watching F1 today and realised that Shumi slammed into Christian Klein's Jaguar and retired him with a broken suspension. No action was taken .... Till later when Coultard and Ralf Shumacher came together at the exact same chicane .... it was announced that Car 4 and 5 is under investigation. Why the double standards ah ?? From Imola (the last GP before China), someone wrote to F1 Planet Forum :- Marshals Favour Ferrari? I have to say I was not impressed by the attitudes of the Italian marshals. Fernando was clearly in a dangerous place, more hazardous than Schumi in 2003 at the Nurburgring, and I'm not a fan of either of the drivers. If there was a small bit of water on turn 2, he could very well have ended up being joined by one of the other 17 runners as well as putting the marshals' lives at terrible risk. There has to be a decision, either cars can be pushed out of gravel, or they can't. ...One more incident which shows the inconsistencies of the FIA & its favouritism towards Michael Schumacher! Nothing happened out of it, none of the race marshals were asked why they didn't push Alonso out when the situation that he was in, was clearly more 'dangerous'. Remember how Sshumi was pushed off to continue his race at the German GP last year after a spin ? The rules state that should any car receive outside assistance ... its would be immediately disqualified. Also, Schumacher overtook someone (don't recollect who) during yellow flags... one would have been not watching F1 long enough if he/she thought that Michael Schumacher would be penalised for the breach of rule! But that's F1, that's the FIA! Vikram Gaware ...The most important image (from the race) will still be that of Alonso stranded on the gravel, desperate for a push, and not getting one. Funny, when Schumacher spun in Germany last year, he got one, even though he wasn't in a more "dangerous" position. I am sure if it was Schumacher stranded today, he would have been pushed. Tulio I didnt quite think of the remarks above it until I saw today's GP