Reverse ageism
Age and professionalism: Things you can do to combat being perceived as 'too young'
April 1, 2022
By Genevieve Hancock
In one form or another, each of us has heard of age discrimination, generally on the older side. But what about on the younger side? What if you excelled and ended up exceeding expectations in a management position or high-level role at a young age? Speaking from experience, I started working young, aged quickly in my teenage years, then seemed to stop aging around the time I hit 23 or 24. There is nothing more aggravating that being talked down to if you have as much or more experience as the person speaking, or having your ideas ignored. Here are seven ways you can help offset any initial perceptions of being too young.
1. Check your emotions.
Probably most important, ensure that you can manage your own emotions and not let any nay-sayers get under your skin. While you can most definitely feel irked in this type of situation, and it’s absolutely normal, make sure you outward control the perception. You don’t want to undermine your own argument by letting your emotions get the best of you. Persistence, confidence and consistency are key. Don’t doubt yourself.
2. Strive high.
Make sure you put yourself out there for leadership roles. There are many organizations and volunteer roles that can develop those skills. For accountants, the VSCPA also has many leadership academies to network and connect while enhancing this skillset. Most leadership skills fall on the softer side of the spectrum, with communication and how to handle difficult discussions, so complete trainings and actively apply what you learn.
3. Connect.
Find a mentor who truly believes in your work and wants you to succeed. Someone once asked me the difference between a mentor and a career coach in your company. At a very basic level, I believe that mentors can come from anywhere and try to put your best interest first, where a career coach may have a vested interest in their own career and in the company. If you are relying only on a career coach alone, then certain major career decisions and pivots which would mean leaving the company or negatively impacting a client or team in the short term may be overlooked. The VSCPA’s MentorMatch is a great tool for those looking to develop mentoring skills by becoming a mentor, and for those still trying to find some input on their own career. Not only can having a mentor help you gain valuable knowledge and advice quickly, but also they can advocate for you in your career.
4. Appearance matters.
Make sure you dress and look the part, even if that means dressing more conservatively. Similar to your emotions, you don’t want to add reasons for nay-sayers to point out that you’re too young. I once had an interviewer for a large company complain to me about the last interviewee because they couldn’t hear over the jingling of bangle bracelets. Personally, I don’t wear them, and I thought it was a bit unprofessional to bring up to the next interviewee, but the thought of “minding your jewelry” has always stuck with me since that interview.
5. Investigate.
When facing opposition, finding the why of “why we need to do it this way” can help in getting everyone’s support for a project. Explaining why there is a need for change, and how you plan to get there, without too much detail, can help get everyone on board with your plan and help shape the team. Gently remind anyone who that a new and fresh set of eyes helps with process efficiencies. Doesn’t everyone want to get out of work a little earlier? These changes can also help with their roles.
6. Learn early.
Learn from a process before you try to change it. Things often get overlooked when change management is not valued during an update. Ask for input from your team or from the key stakeholders — especially the ones giving you pushback. Make sure they understand that they and their work are valued. This one can be a bit of a trap, though, so avoid asking questions that make it appear you don’t understand a process. Make it clear that you are asking for their view point and value it, not for training. Also, make sure you communicate the vision for what you are trying to accomplish, and keep communicating that vision.
7. Embrace globalization.
Young professionals also have the upper hand in that they are more accustomed to recent globalization efforts. Accounting and society are both speeding up when it comes to new technology and communication for global companies and practices, ranging from International Financial Reporting Standards as well as U.S. Generally Accepted Accounting Standards to international auditing practices. Make sure that your team and your peers know what you have to offer and what you add to the team, and always try to increase your knowledge on new effects to the company and industry.
Persistence is key when it comes to any career. Patience is a virtue, but not advocating for yourself and your skill set is not persistence. Make sure that your company knows what value you add and what your skill set has to offer. Have persistence and patience, making sure you are focused on the end result in a task, a department and your career, and properly align those to move forward on the same path. Don’t let others undermine your value, and value others even when they can’t do the same for you. If your reports or your peers still have trouble with your age, set up private one-on-one meeting time to directly address that you feel it is inappropriate and you are asking them to stop in a professional manner. And if it still continues, consider bringing in an appropriate mediator to address appropriateness of comments about age in the work place.
Genevieve Hancock, CPA, is the director of technical accounting for Brown & Brown Insurance in Daytona Beach, Fla. Genevieve is passionate about developing leadership skills and mentoring accounting students and young professionals and is a member of the VSCPA Disclosures Editorial Task Force and the Young Professionals Advisory Council. Find her here on LinkedIn.