Roger was vice president of a corporation, in charge of personnel, when he decided he wanted to slow down a little. He'd worked in the corporation more than two decades and thought he'd try something a little less stressful, where he didn't have to travel so much. He wanted to use his education and experience.
With Utah's much-hailed economy, it never occurred to Roger he wouldn't be able to find a job. The reason, apparently, is his age. He's in his early 60s, and most companies are looking for younger workers.He wasn't looking for a top- or even mid-level management position, Roger says. He'd had one of those - and a good one - but wanted a change. He wasn't even asking for benefits of any kind. He just wanted an interesting job at a decent wage. Most of all, he wanted an interview.
It's a problem that Peter Hebertson, who runs Salt Lake County Aging Services' employment program, knows well.
It's easy to find jobs for older people who have no skills or need training, he said. Lots of employers are willing to hire them at entry-level positions. In fact, many employers go out of their way to include senior citizens in their work force and would probably do so even if age discrimination were legal. (It's not.) But a skilled, highly educated worker like Roger hears the same thing over and over: "You're overqualified." "You wouldn't be challenged." "You would be bored."
What he wouldn't be, he said, is worrying so much about his financial future. He thought he had it covered, but when he couldn't find a job, that changed.
Roger wonders if younger supervisors fear that he'll try to use his experience to compete with them. "That's in their minds, not mine."
Hebertson is frustrated. He engages actively in the search for a job for a man who for 20 years held a position similar to the work he does himself. "He has more experience than me. He'd do a great job.
"And while I don't believe that age is enough reason to hire, I know it's not enough reason to refuse. Honestly, right now I don't care if someone actually hires him. But I do believe he should get equal access to an interview. And if he gets that interview, I do believe he will be hired."
There are well-documented advantages to hiring older workers. They bring maturity and experience to the workplace. Statistically, they are absent less often and there's much less turnover.
Still, according to Hebertson, applicants who are age 50 or older don't even receive the courtesy of a telephone call. Sometimes it starts as young as 40. "It's insulting."
No, says Roger. It's the modern world's scarlet letter: an A for Ageism.
Hebertson believes many employers miss out by making assumptions. Someone looking at Roger's resume could conclude that he would be too expensive because of his experience. But in this case - and in a lot of cases, according to Hebertson - money is not the point. Roger doesn't expect to make $60,000 again. He doesn't want to.
"I'd tell employers, if you see someone like this, interview. If the applicant does want $60,000 a year, just don't hire him. But find out, don't assume."
About four older workers register with Hebertson's office each day. And he has had good luck placing many of them, in part because several local employers have shown a real commitment to welcoming the over-40 employee into their corporate culture.
For more information about hiring older workers, call the Senior Employment Program, 468-2785.