In today's workplace, there has been a lot of mention of the many biases present with regards to the race, gender, and culture of employees and coworkers. One of the biggest biases of all, according to researcher Josh Bersin and professor of psychology Tomas Chamorro-Premuzic, is age. "...If you are older, you are likely to be considered less capable, less able to adapt, or less willing to roll up your sleeves and do something new than your younger peers," writes the pair. 

It's a dangerous bias that limits the potential of many organizations and feeds into the growing issue of lingering job vacancies in the U.S. today. "This is largely a result of baby boomers reaching retirement at a rate faster than millennials are able to step into their place," explain the two researchers. They argue that the retirement industry has propagated the myth that "people over the age of 65 should retire." They reference research that showed that "people who stop working and retire often suffer from depression, heart attacks, and a general malaise of not having as much purpose in their lives. Obviously, not a case for everyone, but the point is relevant.

Age = Wisdom

Bersin and Chamorro-Premuzic elaborate further by addressing that a vast number of people in their 60s and 70s are actively engaged in their careers. They build on examples like Warren Buffet, 89 years old, and his right-hand, Charlie Munger, who is 95. "Age does correspond with workplace wisdom" they conclude.

In architecture we see this play on both sides. On the one hand, many firms hire younger staff because they are cheaper and willing to work more, but also, there is an undeniable value in the mastery an older more experienced architect brings to a team. As Robert Greene says, "when it comes to mastering a skill, time is the magic ingredient." 

So, the hiring of the more seasoned designer can sometimes be the answer to a growing skills-gap within a team. In an era of infinite design options and sophisticated computing, hiring an experienced architect can also help younger designers learn to work "smart" rather than "hard." (If your firm is having a hard time filling a position like this, check out Archinect's Talent Finder service.) Keep in mind that the mentorship, patience, and "lack of a 'need to prove myself' attitude" in experienced candidates can make for ultimately invaluable leaders and role models within any team.

We previously explored the question of age and how it relates to career decisions in "Is age just a number when it comes to career in architecture?" Check it out for further exploration into this discussion.