On Sunday, Scott Kirsner’s Boston Globe column raised the issue of age discrimination and startups, collecting a laundry list of reasons why many young, innovative companies are subtly (or not so subtly) biased against older workers. He concludes:
Ten years ago, if there was a bias evident in the Boston start-up scene, it tilted toward companies run by experienced (read: older) management teams. If there wasn’t one in place, the venture capitalists who poured in the money often recruited a few graybeards for key roles. But in the post-Zuckerberg era, the pendulum may be swinging the other way — not too far, in my judgment — with investors more comfortable backing purely postcollegiate teams.
The list is very interesting, and several of the considerations are understandable. Young founders may get along better with younger workers, young people may be more enthusiastic about masochistic work hours, etc. But, for the sake of argument, I started asking about some of the best reasons for startups to hire older workers.
Chosen excerpts by Job Market Monitor from
via Age Discrimination & Startups: Why Older Employees Deserve a Chance | BostInno.
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