Aging out loud

“Being old sucks!”

That blunt line captures the frustration running through this account of midlife job searching. The writer is not alone. Many workers in their 50s and 60s describe sending out resume after resume with little meaningful response.

After years of education and professional experience, I hoped to find work closer to home to reduce commuting costs and strain on the family vehicle. Instead, applications have yielded silence or repeated questions about salary expectations.

My son, who has a university degree, also sends out resumes only to be waiting for some response. Two generations. Same stalled outcome.

I suspect age is part of the equation. “Is it because I am 60+ years young?”  It is a question many older workers quietly raise.

Experience versus cost

Employers often prioritize lower wages and flexibility. I believe seasoned applicants are viewed as expensive hires, while younger workers are expected to take on multiple roles for less pay.

There is also the perception (fair or not) that employers worry about health costs for older staff or parental leave for younger women. While employment law prohibits discrimination on the basis of age, sex, disability, race, or religion, enforcement can be costly and complex for individuals seeking work.

The result is a sense that qualifications no longer guarantee opportunity. Applicants may be labeled: overqualified, too old, too young, or not experienced enough. If you are deemed overqualified… there will be problems you’ll certainly face.

The demographic shift

Canada’s population is aging. Workers over 55 now represent a significant and growing share of the labour force. At the same time, birth rates have declined, creating long-term pressure on labour supply.

Yet perception often lags behind reality. Older workers may be seen as nearing retirement, or as future costs to health and social systems. The writer pushes back against that framing, arguing that people in their 50s and 60s bring institutional knowledge, resilience, and perspective shaped by decades of experience.

Fifty somethings and seniors should be highly prized employees, instructors, advisors; they have an understanding of both work and the human condition.

Fear and financial pressure

Beyond employment, there is the anxiety of financial preparedness. Retirement savings, healthcare costs, wills, funeral planning, and the well-being of adult children weigh heavily. For those without significant savings, the margin for error feels thin.

Like an aging vehicle, the body requires more maintenance over time. The cost (financial and emotional) can be daunting. Humour offers brief relief. “Looking 60 is great, if you’re actually 70+.” Erica Jong stated, “Turning sixty is like flying, hours of boredom punctuated by moments of sheer terror.” Behind the humour lies a serious question: In an economy that prizes youth and speed, how do older workers remain visible and valued?

The larger question

Ageism, like sexism, racism, and ableism, shapes opportunity in ways that are not always easy to prove but are often deeply felt. There needs to be a broader conversation about equity in hiring and the economic dignity of aging populations.

As the workforce grows older, the challenge is whether employers, policymakers, and institutions are prepared to recognize its value.