How do you encourage a peer who hasn’t been able to land a job due to ageism?
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By reminding them what they have to offer - they have experience, knowledge, and likely expertise across more than IT. I'd also encourage them to use their network, and consider fractional roles.
It's a huge issue and more prevalent than is admitted. One key thing for older workers is to ensure they are up-to-date on technology. You can take courses and get certificates from LinkedIn to prove it to employers. My company has many older workers doing very well in their roles.
It is very difficult, but it can sometimes be solved by building a long term portfolio of accomplishments, skills, experiences, insights, etc. in a blog, GitHub repo, etc. that can demonstrate how current and valuable your skills are.
A tough one and ageism is unfortunately a hard truth. As others have stated, try to translate those years of experience to wisdom and highlight that as a strength. I would suggest focusing on some key accomplishments which highlight how that experience help facilitate and navigate a challenging situation.
When I’m encouraging a peer who hasn’t been able to land a job due to ageism, I focus on reminding them that their experience is a massive strength, not a liability, and I help them highlight the skills and stories that showcase the value they bring. At the same time, I do think ageism feeds into a bigger issue: the fear of skill loss on IT teams if people aren’t given opportunities to stay current. The real solution is creating environments where continuous learning is normalized for everyone, regardless of age. When experienced professionals are supported, upskilled, and seen as mentors instead of being pushed aside, the whole team becomes stronger and more resilient.