A Broken System
Corporate Downsizing and Outdated Expectations. We have a broken system that turns loyalty into a liability.
“If you’re over 50 and your resume hits a recruiter’s inbox, your years of loyalty and expertise can work against you. And that’s not just unfair—it’s economically irrational.”
— Sherman Mohr
From Loyalty to Liability
In the last section, we explored how the traditional social contract of work—loyalty in exchange for security—has crumbled. Nowhere is that clearer than in the way corporations downsize and devalue older employees.
The reality? Corporate America no longer views longevity as an asset. It views it as a line item to reduce.
It’s not personal—it’s spreadsheet logic. But it feels very personal when it’s you being quietly pushed out or overlooked.
The Reality of Downsizing
Companies facing quarterly pressure from shareholders often look for quick ways to cut costs—and experienced employees are expensive. Not because they’re inefficient, but because they’ve earned higher pay, benefits, and PTO over decades.
So when layoffs happen, seasoned professionals are often first to go—not because they’ve failed, but because they’ve succeeded long enough to cost more.
“They don’t call it ageism. They call it ‘organizational restructuring’ or ‘strategic talent realignment.’ But let’s be clear—it’s corporate-speak for flushing experience down the drain.” Sherman Mohr
The Evidence: Senior Talent Gets Discounted
Let’s cut to the data:
Hiring Bias Is Real
A 40,000-application study from the National Bureau of Economic Research showed blatant age discrimination—especially against older women—even when they were more qualified than younger applicants. (NBER)
Meta-Review Confirms It’s Widespread
A 2023 meta-study revealed systemic bias against older applicants across all industries tested. (UC Press)
Experience ≠ Opportunity
The Center for Retirement Research found that despite better performance on average, older workers are often let go based on outdated assumptions: they’re too slow, resistant to tech, or just “ready to retire.” (CRR)
Skills-Based Hiring Is the Solution—But Not Yet the Norm
The Urban Institute found that shifting to skills-based hiring could reduce bias, but few companies are implementing real tools to make that happen. (Urban Institute)
Sherman Mohr:
“Our wisdom isn’t outdated—it just hasn’t been translated into a bullet point the algorithm understands.”
Over50Pros Case: Janet, 61 – The HR Director No One Wanted
Janet had spent 30 years climbing the ladder in human resources. She led culture initiatives, designed onboarding pipelines, and trained hundreds of managers in communication and compliance. But when her company merged with a younger, flashier competitor, she was offered an “early retirement package.”
No warning. No real explanation.
Six months later, she was applying to HR director roles and hearing crickets. Recruiters told her she was “overqualified.” One told her she didn’t “fit the culture”—code for: we want younger.
Her new path? Freelance compliance consultant.
She reinvented herself with the following tools.
Packaged her corporate knowledge into a compliance toolkit
Priced her services competitively for small business owners
Joined platforms like Upwork, LinkedIn Services, and Fiverr
Build a mini-course on workplace conduct for remote teams
She now earns $4,800/month—on her terms. And she says:
“I finally feel useful again. Not just hired. Valued.”
Why It All Matters
Outdated expectations about aging, productivity, and digital savviness have created a silent crisis in workforce planning. The irony? Companies are starving for leadership, emotional intelligence, and loyalty—yet tossing out the very people who bring those things. We have a broken system that turns loyalty into a liability.
Sherman Mohr:
“We don’t just have a retirement crisis. We have a relevance crisis. And it’s not because people lose their value. It’s because companies forget how to recognize it.”
In the our next section, we’ll explore why the gig economy—despite its flaws—can be a lifeline for older professionals seeking flexibility, impact, and dignity in their work.
Because if the corporate ladder is broken, it’s time to build our own bridge.
Take the Over50pros assessment and see what part of the gig economy may be a fit for you! Take control of your second act! Click here: https://over50pros.com.
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