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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)?

Some US dealers are very much concerned about an alleged plan by Daimler's Mercedes-Benz division to offer all S-Class models as hybrid-only within its next-generation line. Word is Stuttgart is planning on doing away with petrol- and diesel-only power for the upcoming S-Class, due in Europe in 2013 and the US in 2014. This would help keep its C02 emissions commitments within stringent European and upcoming US laws, and help it claw back some lost ground to Lexus in the hybrid race. But the dealers are apparently not impressed. "The most important thing in the American market," said Tommy Baker, chairman of the Mercedes-Benz dealer board and a Charleston, S.C., Mercedes dealer, "regardless of hybrid, lithium or electric cars, is that we Americans are different than any market and we are going to want those gasoline engines." Dealers' greatest fear is they will not be able to sell these S-Class hybrids. One or two hybrids in the range yes, but an entire mode line? After all, their biggest competitors from BMW and Audi have not made any such radical plans, although hybrids do form part of their overall product mix as well. Our previous report on this matter stated that AMG models, the S 63 AMG and the S 65 AMG were to be exempted from the hybrid craze but according to Automotive News it seems they may not after all. Selling a luxury hybrid in America is not such a big deal. Just ask Lexus who sold about 10% of all their cars to the hybrid brigade last year. But a performance AMG hybrid? That could take some convincing.