See the woolen cap on that guy at the county fair? They’re using 5 year plans all over Wisconsin and Marxism-Leninism. Don’t vote for 2020 Democrats. The illegal immigration from Mexico is becoming dictatorship of the proletariat! Democrats want to get rid of the electoral college for their vanguard party monopoly dominated by New York, California and Illinois!
It takes until 2019 for my parents to move to another location when they felt like it and they’re around 70 years old. So-called friends don’t visit me after I thought I became friends with them and this was happening for years. Other millennials like the Hartmons (family members) moved away in their early 20s, yet they had girlfriends and his parents lump sum when they left home. My cousin David inherited a lot from Bed and Bath and $$$ from his parents when they got married plus he’s in the US Navy for life. I can’t go into the military BTW. This isolation didn’t happen in my 20s, because there wasn’t age discrimination then! This age discrimination at a job starting at 40 is bullshit ~ it should start at 30! My employer admitted he was all alone at 30 (but then I saw him with friends so it could’ve been a lie) ! The CEO at my job admitted he was alone before he married for the 2nd time. The CEO was 32! Even since Tony Evers took office, a Democratic candidate, doesn’t create transition or adulting social programs outside the University of Wisconsin and you must be a student to qualify.
I feel burnt by Hi Score Games so I don’t go there. They’re looking for my transaction only. Videogames are the biggest entertainment source, No real world /offline community doesn’t make sense.
The only offline communities are professional LAN parties at Mall of America. I remember when friends hosted LAN parties in their home in 1999-2005. I thought Toyriffic Hudson was my community for a long time until age discrimination set in. Absolutely no relationship could start with helicopter parents beginning in 2010. Ever since X-fire Messenger closed down, the gaming chats with people I knew vanished and now no single gaming relationship through PlayStation Network or Arenanet (I played Guild Wars 2) is stable!
Way too many 5 year plans in Wisconsin!
I’m 34. If you are in your thirties or about to be, then these two quick videos may interest you, specifically if you are still in the job market or struggling to get your business off the ground.
In my small business journey while getting my passive income system in place, I’ve considered going back into the workforce for extra earnings to help me more quickly meet my long-term financial goals.
Reality struck and challenged me when I heard the woman in the video below mention that people face age discrimination starting at age 35 beginning with their resumes. I’m 37! I still consider myself to be youthful so this was a blow to my ego! My mother is in her 60’s, still in the workforce, and I’ve seen her woes from age discrimination and a competitive market. It’s real! Companies like to hire younger folks regardless of experience and wisdom of the older. To make matters worse, according to the New York Federal Reserve, earnings begin to decrease by age 45 and it’s women who are most affected.
What’s my point here? My point is that you must seek God and find your gifts that will make room for you and be the authority in it that enables you to move about successfully, freely and strategically to the glory of God. You can’t be fearful of what the world’s work climate is. It can’t be trusted. You have to know how to invest your time, money, network and gifts. Work to set up a system in your life that gives you consistent passive income you can retire with or gives you security in case of hard times or disasters. Ecclesiastes 11:2 instructs,
“Invest in seven ventures, yes, in eight; you do not know what disaster may come upon the land.”
Does this scripture necessarily mean create 8 businesses? Not necessarily. Rather seven or eight methods of return on your investments.
Another woman in these videos and author of Fifty-five, Unemployed and Faking Normal, Elizabeth White showed how she’d basically taken a chunk of her money and nestled all of her eggs into one basket, and they all cracked. She’d come to realize that she had to narrow down what was most important to her.
I truly believe that many of us waste years cultivating ourselves for others but don’t cultivate ourselves into being what we need in order to sustain ourselves after other companies have used us up! Many of us don’t know what God would have us to do outside of what we have been and done for others. The more we invest in who we truly are and what we truly are meant for, the more we will find and operate in our gifts that will make room for us and God will use to financially stabilize us.
My hope as you watch this two-part PBS special is that you be encouraged to do more than just make ends meet. Consider how you save, spend and invest yourself, your time and your money. My hope is that you will be motivated to do better today, that you can laugh at the future like the virtuous Proverbs 31 woman. Surely she had many wise investments and it was clear that her joy in the Lord fueled her.
The second video below points out how depression and anxiety rise in older age due to the financial pressures and work, ultimately shortening people’s life spans. Jesus said in Matthew 6 to fear not over such things because your heavenly Father already knows your needs. He teaches to seek after the will of God. Learn from His Holy Spirit instead of fearing because He said worrying doesn’t add to you at all.
God shows in His word how He constantly wants to add to our lives and mature us that we may walk in victory and overcome these times.
Ageism in tech is a hotly debated issue. On one side, you have many older tech workers complaining that discrimination is rampant. On the other, companies insist that they hire based solely on merit—not an applicant’s age.
However much ageism plays a role in tech hiring, it’s clear that job candidates are worried about it: according to a new survey from Indeed, some 43 percent of tech workers were worried about losing their job due to their age. In addition, 18 percent said that the worry was constant, and 36 percent said that they hadn’t been taken seriously by colleagues because of their age.
“There is a serious disconnect here: a contradiction, even. The older workers get, the more concerned they are about their careers. And yet most of their colleagues at tech firms believe they still have much to contribute,” Indeed concluded.
Although workers over 40 are protected by federal civil rights laws, that’s never stopped the controversy. Last year, when Dice sat down with Dan Lyons, writer for the HBO show “Silicon Valley” and a former Newsweek editor, to discuss his book “Disrupted: My Midadventure in the Startup Bubble,” he blamed a tech culture that wants big profits as fast as possible.
“I think it starts with those guys—the investors, what they want and what they push for,” he said. “I think they’ve all decided that the optimal return is young kids: Burn them out, get rid of them, replace them.”
Of course, it doesn’t help the industry’s case when tech CEOs such as Facebook’s Mark Zuckerberg say things like, “Young people are just smarter.” But there are firms that prize the knowledge of older tech pros. For instance, Amazon Web Services has hired many of tech’s most notable figures, including James Gosling (co-inventor of Java; 62 years old), Tim Bray (co-inventor of XML; 61 years old), and Andi Gutmans (co-inventor of PHP; 41 years old).
“[Amazon] puts such a premium on independent groups working fast and making their own decisions it requires a particular skillset, which generally involves a great deal of field experience,” RedMonk helpfully pointed out in a recent blog posting about AWS. “A related trend is hiring seasoned marketing talent from the likes of IBM.”
So what can older tech pros do to compete in this environment? That’s a very complex question. Peter Greulich, a 30-year IBM veteran, told Dice in late 2016 that targeting open positions that demand management or leadership skills could give more experienced tech workers an advantage. “Use exciting words in your résumé and during interviews to show youthful enthusiasm,” he said. “Then highlight your maturity by talking about your ability to lead and guide younger professionals.”
Even if you’re not interested in a management role, highlighting your experience is key—as is keeping your skills up-to-date. Although it can prove aggravating to constantly learn new languages and platforms, it’s vital when trying to land jobs with employers on the cutting edge.
Ou Jianxin said goodbye to his wife and two young children shortly after 9 a.m. on a cold day last December. He was on his way to Chinese smartphone maker ZTE Corp.’s Shenzhen headquarters—he’d been let go from his job as a research engineer at the company more than a week before, but management had asked to speak with him again, he said. “There are internal conflicts in our company,” he told his wife. “I’m very likely to be the victim of that.” Whether there was an actual meeting is unclear. What is clear is that sometime after he arrived, Ou went to his former office on the 26th floor of the campus’s research and development building and jumped to his death. He was 42 years old.
Four days later, Ou’s widow wrote a post on the blogging platform Meipian about her husband and the circumstances of his death. According to her account, ZTE refused to give a reason for Ou’s dismissal. Neither Ou’s widow nor representatives from ZTE responded to requests for comment, though Ou’s widow took down her post, according to the site, within two days after a reporter from Bloomberg Businessweek attempted to contact the company.
Nevertheless, Ou’s story took on a life of its own. In its four months online, the Meipian post became a viral phenomenon—the platform registered only that it had been viewed more than 100,000 times, but via media coverage and word-of-mouth, the story would have reached millions. Why ZTE let Ou go remains a mystery, as does Ou’s reason for ending his life. But to the people discussing his story online, none of that mattered. Almost immediately, readers seized on his age: At 42, he would have already been considered too old to be an engineer in China, where three-quarters of tech workers are younger than 30, according to China’s largest jobs website, Zhaopin.com. The online discussion gave vent to an anxiety that’s been building for years. Chinese internet users call it the “30+ middle-aged crisis.”
Despite her bobbed black hair, smooth complexion, and schoolgirlish appearance, Helen He, a tech recruiter in Shanghai, is well-acquainted with age-related pressures: Now 38, she’s been told by her bosses not to recruit anyone older than 35. “Most people in their 30s are married and have to take care of their family—they’re not able to focus on the high-intensity work,” she says, parroting the conventional wisdom, though she also may be talking about her own future should she find herself back on the job market. “If a 35-year-old candidate isn’t seeking to be a manager, a hiring company wouldn’t even give that CV a glance.”
The idealization of youth is in the DNA of the American tech industry. Steve Jobs, Bill Gates, and Mark Zuckerberg all famously dropped out of college to start Apple, Microsoft, and Facebook, respectively, and imbued their companies’ culture with a puckish distrust of authority. Google has been fighting an age-related class-action suit in California since 2015, and in March, a ProPublica investigation showed that International Business Machines Corp. cut 20,000 older employees in the U.S. in the past five years to “sharply increase hiring of people born after 1980.” Both companies say they comply with employment laws.
In China the discrimination begins even younger than in the U.S. The irony is that most of the country’s famous tech companies were started by men older than 30. Lei Jun founded smartphone maker Xiaomi Inc., expected to go public this year with a valuation of at least $80 billion, at age 40. Jack Ma was 34 when he opened the online shopping colossus Alibaba Group Holding Ltd., and Robin Li was 31 when he built the search engine Baidu. An exception among the current leaders is Tencent Holdings Ltd.’s Pony Ma, who was 27 when he created the company behind the popular social media app WeChat. The industry’s rising generation, however—Cheng Wei of taxi app Didi Chuxing and Zhang Yiming of news app Toutiao—established their business in their 20s.
“Working in tech is like being a professional athlete”
The pressure on older workers exists across China’s industries, but it’s particularly acute in tech, where the frenzy to hire young talent reveals the extent of the country’s desire to prove itself as a global leader. China has used tech advancements to propel its economy forward for decades, but President Xi Jinping’s Made in China 2025 plan kicked activity into a higher gear. As Xi’s political power has grown, so has the urgency in the industry to carry out his ambition: to dominate the world in advanced technologies, including semiconductors and artificial intelligence.
On its face, Ou’s death bears similarities to the wave of suicides among low-wage workers at Foxconn Technology Group factories in 2010 and 2011, which were widely attributed to labor abuses. What readers responded to in his story, though, is of a different nature. In a country of 1.4 billion people, many Chinese tech companies are able to move faster than their overseas rivals by throwing people at a problem, and younger workers cost less than their more experienced colleagues. Anxious to keep up with fierce competition, Chinese internet companies often expect their employees to work a so-called 996 schedule: 9 a.m. to 9 p.m., 6 days a week, including holidays. After age 30, tech recruiter He wrote in a post on the question-and-answer website Zhihu, it’s harder to recover from late nights, and as your priorities shift from job to family, working overtime becomes a greater burden. “In HR,” she says, “I’ve found that 30 years old is already the beginning of the middle-aged crisis.”
Photographer: Molly Cranna for Bloomberg Businessweek
A search on Zhaopin.com reveals tens of thousands of job postings calling for applicants younger than 35: They include one from e-commerce retailer JD.com Inc. seeking someone with a master’s degree for a senior manager position and a sales position at travel website Ctrip for which applicants are required to be from 20 to 28. (JD.com says it strictly forbids hiring restrictions based on age or gender. Ctrip declined to comment.) A recent job posting for a front-end developer at a Beijing tech startup explained that the company is willing to relax its requirements for educational attainment but not for age; a college degree isn’t strictly necessary, but if you’re older than 30, don’t bother applying. “Working in tech is like being a professional athlete,” says Robin Chan, an entrepreneur and angel investor in companies such as Xiaomi and Twitter Inc. “You work extremely hard from 20 to 40 years old and hope you hit it big. After that, it’s time to move on to something else and let someone younger try their hand.”
China has national laws prohibiting discrimination based on gender, religion, and disability, but declining to hire someone based on age is perfectly legal. “Age-dismissal victims rarely ask for help from lawyers,” says Lu Jun, a social activist and visiting scholar at Fordham University School of Law who fought successfully for legislation prohibiting Chinese employers from discriminating against hepatitis B carriers, formerly a common practice. With no statutory basis for a lawsuit, direct action is rare, but there are other ways to apply pressure. In 2011 the Shenzhen Stock Exchange posted a recruitment notice on its website asking for applicants younger than 28. The director of a local nonprofit wrote an open letter about the listing to the municipal bureau of human resources and social security. The media picked up the story, and after the stock exchange conducted an investigation into the listing, it was taken down.
Public entities are particularly good targets because they’re often viewed as examples by the private sector—force the government to change, Lu says, and the effects will trickle down. Last fall, shortly before Ou’s story began circulating, human-rights lawyer Zhang Keke heard from several colleagues about a job listing for a clerk’s position in the public prosecutor’s office in Shenzhen. The upper age limit was 28. “I really can’t believe that such things could happen in Shenzhen, an open city compared with other cities in China,” he says. China’s fifth-largest city, Shenzhen is considered to be the nation’s Silicon Valley—in addition to ZTE, Tencent and Huawei are headquartered there—and as such it tends to be more progressive.
Zhang is known for taking on controversial cases, including defending members of the banned Falun Gong spiritual group, and belongs to a network of public-interest lawyers created two years ago to handle discrimination cases. He sent the Shenzhen job posting around to his network and eventually assembled a group of eight lawyers to write an open letter to the Shenzhen prosecutor’s office recommending that it replace age limits with a merit-based exam. They met with textbook bureaucratic runaround: After two months with no response, the lawyers sent their complaint letter to the provincial prosecutor’s office and the city’s personnel bureau, which handles HR issues for government agencies; the bureau punted the case to another judicial agency, which didn’t respond. They then sent the letter to the head of the Shenzhen prosecutor’s office, who explained that the age limit was set by party officials. The prosecutor’s office didn’t respond to requests for comment.
“It’s very common the government doesn’t do anything about it at first,” says Lu of complaints about government agencies. Zhang is considering bringing the case to other government authorities but has no firm plan yet. “This is just an idea at the moment,” he says. One of the other people involved, Wang Le, a 31-year-old lawyer from Hunan, says that as it’s the prosecutor’s duty to uphold the law, the office should be held to a higher standard than other government agencies. “Plus, we are all lawyers over age 28.”
Not everyone in China has responded to age-related hiring pressure by trying to fight it. There are those who say the system has taught them to work harder than their thirtysomething peers. Getting downsized out of his IT job at Nokia Corp. in Chengdu “pushed me to change and improve my skills to get a better job,” says Liu Huai Yi, 33. “I don’t buy the idea that after 35 you can’t get a job. Someone in IT has to just keep learning to keep up.” After searching for eight months, he was hired in another IT position at a multinational health-care company, which will offer more job security.
The competition for top tech talent has prompted higher salaries and relaxed age requirements for those skilled in complex fields such as AI and machine learning, which tend to require advanced degrees. If nothing else, China’s shifting age dynamics will force the issue. Forty-seven percent of China’s population is older than 40, up from 30 percent two decades ago, according to the World Bank Group. That number is projected to rise to 55 percent by 2030. Despite the end of the one-child policy, births fell last year to 17.2 million, from 18.5 million in 2016. He, the tech recruiter, remains hopeful that age discrimination will eventually disappear in China. A graying population means there will be fewer young candidates to choose from, she says. “If you have no more young employees, you will have no other choice.”
For now, He is preparing for the day she’ll be considered too old for her job. She has a second apartment in Shanghai that she rents out for extra cash, but she has also dreamed of writing a book and is banking on an encore career as an author and online influencer. She started a WeChat blog where readers can tip her if they like her articles, and along with more than a dozen fellow recruiters, she published an e-book in April on how companies can use WeChat to reach job candidates.
She advises others to follow her lead. “We worry that as we get older we might lose our jobs. How will we support our family and live a good life then?” asks He. “We have to start doing something about it now.” —With Mengchen Lu, Gao Yuan, and Charlie Zhu