Sixty is the new 50, and 50 is the new 40. Age is just a number, after all. Well… that’s what the older generations say! And they would, wouldn’t they? Because being a more mature worker can have its downsides, as well as its upsides.
But do you want to reveal all by adding your age or date of birth on a resume?
Most people understand that, in 2024, it’s illegal to discriminate against job candidates based on certain facts, such as your age, the color of your skin, or your gender. The USA’s Age Discrimination in Employment Act (ADEA) was passed to protect workers, over the age of 40, from any workplace discrimination. It prohibits employers from hiring, firing, or promoting workers simply based on their age. The reason for this is to minimize any damaging effects that long-term unemployment might have on older employees.
Of course, it wasn’t always that way. Decades ago, before the first age discrimination laws were passed in the US, there was nothing to prevent employers and hiring managers from considering a candidate’s age, and potentially not hiring someone simply because they were deemed “too old.” Since that time, several laws have been passed to limit that discriminatory practice.
But we’re all well aware that often discrimination isn’t a conscious thing. Some organizations continue to employ discriminatory practices during the hiring process, without really realizing it. Normally, this discrimination occurs during the resume process, and especially when candidates include their age or date of birth on a resume.
So this begs the question: while job candidates should be as forthcoming as possible, does it mean that they should include information on their age or date of birth on their resumes?
The short answer here is no.
You don’t need to include your age or date of birth on a resume if you’re applying for jobs in the US or Canada — in fact, it’s viewed as damning if you do, as it opens you up to more scrutiny than you probably want.
However, if you’re looking to work internationally, there are some countries that require you to include your date of birth on job search documents. These include some European countries, such as Germany, France, and Spain, as well as countries across the Middle East, Asia, and Africa.
In this article, we’ll examine the impact of including personal characteristics, such as age or date of birth on a resume, and explain why it’s not a good idea when applying for roles within the US and Canada.
If you’re planning on applying for jobs overseas, check the details of the specific country you’re aiming for to see if it’s necessary to include a date of birth on your resume.
Unconscious bias is defined as a form of prejudice or stereotyping that people have in the unconscious part of their brains, so it’s outside their conscious control. These often don’t match their conscious beliefs or attitudes. Unconscious bias affects how people perceive and treat others, based on factors such as age, race, gender, ethnicity, and ability.
So, how do you address your age or date of birth on a resume — if at all? We know that there are laws that protect job seekers against conscious age discrimination, but they can’t protect against unconscious bias.
Employers often favor younger workers for their energy, potential longevity, and innovative approach to problem-solving. This is especially true in industries such as technology, and other dynamic sectors that are constantly diversifying. Older workers are often perceived as less flexible, less dynamic, and less able to keep up with rapidly changing technologies and evolving work practices. While those perceptions may not be based in reality, they exist all the same.
And that could harm you if your age or date of birth on your resume identifies you as an older worker.
Since you need an interview to land most jobs, you must ensure that your resume offers no details that might invite unintentional or unconscious bias. That means leaving out personal factors such as your age or date of birth.
By omitting this information, you can achieve a number of important goals:
Gain more insight into how to leverage your resume with our blog that cites resume tips for older workers.
Of course, there’s more to it than omitting your age or date of birth on your resume in order to hide personal information that could set you up to be discriminated against. After all, there are other obvious clues that employers might use to deduce how old you are. These are:
You need to carefully consider how you list every bit of information within your resume.
To avoid leaving a trail of breadcrumbs that leads a prospective employer right to your age, take the following steps:
To do that effectively, only include the name of the course you took, the name of the educational establishment, and any relevant achievements.
This also includes any awards or other honors you’ve achieved.
Include no more than 10-15 years of work experience on your resume. The reality is that your earliest employment history and experience is often less relevant anyway. Chances are that you used systems that are now outdated or dealt with technologies that are less applicable in today’s economy. By keeping the career section up-to-date, you can better ensure that it’s more relevant to employer needs right now.
For any relevant experience that’s earlier than 15 years ago, include a section titled “Additional Experience” and simply list those positions without any corresponding dates.
Just make sure that you’re listing only relevant technical prowess and that you are actually familiar with this type of technology.
While we’ve discovered that adding your age or date of birth on a resume is a real no-no, what about other personal details, such as your gender, a photo, or marital status?
All of these are seen as outdated to include on a US or Canadian resume, as again, they open you up to be discriminated against. Plus, what you look like has no bearing on how well you can perform your job tasks (unless you’re aiming to be a model!)
As an older and experienced worker, you have much to offer today’s employers. Unfortunately, age bias is a real problem that often prevents qualified older workers from being considered for employment.
By proactively eliminating age or date of birth from your resume, you can minimize your chances of being denied the chance for an interview, due to irrelevant personal details and discriminatory reasons. And that will help increase your odds of landing a job.
Using ZipJob’s free resume review tool will advise you on putting your age or date of birth on your resume. All you need to do is upload your resume and let the experts take over. Then, you can use this advice to improve your job search documents.
Best of luck!
