This article examines the age-related management techniques used by older workers in their search for employment.Design and Methods
Data are drawn from interviews with individuals aged 45–65 years (N=30).Results
Findings indicate that participants develop “counteractions” and “concealments” to manage perceived age discrimination. Individuals counteract employers’ ageist stereotypes by maintaining their skills and changing their work-related expectations and conceal age by altering their résumés, physical appearance, and language used.Implications
This research suggests that there is a need to reexamine the hiring practices of employers and to improve legislation in relation to their accountability.