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If youre under 40, ageism probably hasnt crossed your mind muchyet. And thats okay. When I was in my 20s and 30s, I wasnt thinking about it, either. But theres something about entering that sixth decade that makes ageism glaringly real. And unfortunately, it’s not just someone elses problem; its everyones problem. I recently turned 50, and this topic has become so personal that I realize we need to talk about it more. And more importantly, we need to act on it. A recent study revealed that when recruiting potential employees, 56% of employers said the age where someone was too old to hire depended on the person. But of those who provided a specific age, the median too old age was 58. Frankly, I think thats generous. Based on what Ive heard from my network, the age when someone is considered too old is closer to 49. And a 2024 survey by Resume Now found that 90% of workers over 40 have experienced ageism at work. Yes, 90%! The thing about ageism is that people dont really notice it until it happens to them. Its like asking a 25-year-old, Whats your retirement plan? Theyre not thinking about a 401(k); theyre thinking about paying rent or hitting happy hour with friends. When I was 25, I wasnt worrying about whether the 50-year-old in the office had encountered ageism. Its just not on your radaruntil it is. Work-life balance gets trickier with age By the time you hit your 40s or 50s, life is really busy. Some of us are raising kids or putting them through college. Others are caring for aging parents. And all that happens when many of us are at the height of our careers, juggling more responsibilities than ever. And suddenly, your experience and senioritythe things youve worked so hard to buildcan make you a target. When companies start talking about cost-cutting, guess whos most at risk? Older, highly paid employees. Its a short-term cost saving that causes long-term problems. Experienced workers are pushed out and forced to take lower-level jobs, making them senior outcasts in the market. Its demoralizing, and its a waste of talent. Why multigenerational teams are the answer So, what can we do about it? One solution is developing and supporting multigenerational teams. Why? Because diverse teamsincluding age diversityare better for businesses. They bring a mix of perspectives, skills and life experiences that cant be replicated in a single age group. Its a beautiful balance: the energy and fresh ideas of younger workers paired with the wisdom and resilience of older ones. Ive seen it work firsthand. Recently, I was on an industry panel with people in their 30s, 40s, and 50s. The insights we shared were incredible because everyones perspective was unique. The audience loved it. And the insights we provided apply to the different age groups most brands want to reach. Why wouldnt companies want to replicate that dynamic internally? Cross-mentorship is one of the best ways to make this happen at work. The stats back it up: 86% of CEOs say mentors were key to their success. Imagine how powerful it could be to create opportunities for mentorship across generations within your workplace. Everyone wins. We need to talk about age without shame or fear Weve been conditioned to hide our ageyes, especially us women. Im not talking about Botox (Im all for it, by the way). Im talking about the reluctance to admit our age at workand beyondout of fear well be seen as less capable or relevant. But hiding doesnt solve anything. In fact, it perpetuates the problem. When I was on that panel, I proudly introduced myself as representing the 50-plus crowd. I did it because we need to normalize talking about our age and proving that it doesnt define our abilities. Were still valuable, relevant and eager to contribute. The more we embrace this openly, the more we can challenge ageist assumptions. One thing Ive learned is that ageism cuts both ways. Its not just about the more visible aspect of it affecting older employees. When I became editor-in-chief of an internet startup at 24, people underestimated me because I was too young. If I were to apply to a similar position at my current age, Id probably be labeled as too old. So lets make a real commitment to stop judging peoples capabilities based on their age. If a 25-year-old applies for a VP role and has the chops, why not give them a chance? And if a 55-year-old wants to pivot into a new role, why not support that too? Everyone deserves the opportunity to grow. Maybe its not a midlife crisismaybe its just burnout Another key piece of the puzzle is addressing burnout. Lets be real: A lot of what weve traditionally called midlife crises is probably just exhaustion. Burnout can happen at any age, but by the time youve spent decades working 60-hour weeks while raising a family (or any other serious responsibility), youre bound to feel drained. Then you start yearning or pursuing life changes that make you feel rejuvenated or like youre getting a fresh start. Flexibility can make a huge difference here. And Im not just talking about short-term flexibility, like allowing your team to work from home certain days. I mean comprehensive flexibility over time. For example, sometimes, all it takes is tweaking someones role to better align with their strengths and needs. Personally, I used to love doing sales from start to finish. Now? Not so much. What I love involves a lot of collaboration. My strengths and needs have evolved, and thats a great thing. Now I want younger colleagues in the room with me, bringing fresh energy and ideas to the table. Its not about doing less; its about doing things differently to stay productive and efficient. Unfortunately, companies that prioritize short-term cost-cutting over long-term strategy are missing out on the incredible value that experienced workers bring. If youre a leader, my advice to you is this: Build multigenerational teams, encourage open dialogue about age, and create opportunities for cross-mentorship. Start thinking about how to make your workplace more inclusive of all ages. And if youre older, dont be afraid to show your ageown it, and use it to inspire others.
Category:
E-Commerce
Business thrives on data. We know that data drives strategy, innovation, and decision making, yet many businesses fail to unlock its full potential. While budgets are allocated and data is gathered and analyzed, a common issue arises: A lot of data remains underleveraged in the long term. When it comes to climate data, this gap is more of a chasm. Despite the growing urgency around sustainability, environmental data is often not being effectively harnessed, particularly in brand communication, since companies want to avoid the pitfalls of greenwashing. This gap is a missed opportunity for businesses across all industries. Youve probably seen countless claims around eco-friendliness, green, and net zero, but the reality behind these terms is often far more complex than the slogans suggest. Too often, the actual data behind these claims is oversimplified or ignored, leaving consumers without the insights they need to make informed decisions. Read on to effectively translate climate data into authentic, actionable marketing messaging, from a tech founder who built a company grounded in science-based climate data and its real-world applications. Enhance granularity and accuracy There is a reason why tech companies emphasize the importance of detailed and accurate data. For data to be both credible and actionable, it must first achieve a high degree of precisiona solid foundation that allows businesses to make confident decisions. For example, my company Vaayu provides software that enables retail brands and businesses to track their global impact. The technology generates granular, precise data on key areas such as carbon emissions, water usage, and waste through an automated calculation process. This level of detail helps partners identify specific areas where they can make targeted reductions in their footprint and, crucially, communicate to shoppers about it, driving more meaningful sustainability outcomes. By leveraging the most robust data available, businesses gain insights that can be translated into transparent, credible marketing messages that resonate with consumers. Build climate data understanding In business, data empowers everyone involved. To effectively translate climate data into consumer-facing messaging, its essential to get as many eyes and ears on the data as possible. By involving diverse perspectives throughout the process, the data can be refined into something that is easy to understand while preserving its nuance and detail. In fact, as a lifelong advocate for carbon literacy, Ive found that the most impactful way to drive real change is by involving team members that hail not only from science but across communication, climate strategy, and more. By fostering a shared understanding of data, teams can better collaborate, translate insights into meaningful actions, and communicate transparently with consumers, ultimately building credibility and trust. Let the data tell the story Once brands gain clarity on what they can and cannot say, data becomes the perfect storyteller, offering not just accurate conclusions but also persuasive ones. In many cases, this alignment is what drives the most compelling success stories. Take the recent work of Vestiaire Collective, a global online marketplace specializing in buying and selling pre-owned luxury fashion and accessories. Through its collaboration with Vaayu, Vestiaire Collective harnessed the cost-per-wear metric to highlight the economic and environmental benefits of preloved fashion. The data that fueled this campaign came from an extensive consumer survey, drawing insights from over 13,000 respondents globally. To obtain the cost-per-wear metric, we analyzed data from 250,000 transactions, cross-verified and scaled with literature values. We found that preloved luxury items purchased on Vestiaire Collective were 33% more affordable long term than brand new fast fashion, contrary to what most consumers would believe. This unique survey sets the stage for a future where consumers reconsider their fashion investments, with findings indicating that 70% prioritized items with a good resale value, also signaling a shift in consumer behavior. “By leveraging Vaayu’s carbon tracking technology, we have shown that preloved fashion offers both economic and environmental benefits, says Dounia Wone, chief impact officer of Vestiaire Collective. Together, we can transform consumption habits and create a more sustainable world.” Trustworthy, accurate data is essential for translating complex climate insights into compelling marketing. Vestiaire Collectives campaign demonstrates that reliable data drives impactful storytelling, highlighting both environmental and financial benefits. The future we need to build isnt just about ticking boxesits about driving a real shift in behavior and practices, aligning profit with purpose. When brands use their data strategically, it has the potential to ignite consumer trust and spark meaningful change. So, as businesses fully embrace climate data, they are not simply participants in the sustainability conversation; theyre leading it. Namrata Sandhu is cofounder and CEO of Vaayu.
Category:
E-Commerce
When news broke that the United Healthcare CEO was shot in broad daylight early last month, outrage erupted online. But it wasnt aimed at the assassin. Instead, it was directed at the broken U.S. healthcare system he represented. But, it turns out, for those who expressed negative sentiment about insurance companies online, the government was watching. A document obtained by the transparency nonprofit Property of the People via the New York State Intelligence Center, and reported by journalist Ken Klippenstein on his Substack, warned against users online wanting to counter corporate greed. Marked LAW ENFORCEMENT USE ONLY, this type of document is typically inaccessible to the public, and is only in the public domain thanks to the transparency efforts of Property of the People. The warning signs come as a sea of social media posts indicate that shooting suspect Luigi Mangione might be viewed as a ‘martyr’ who could inspire extremists to action, the document reads. There is a concern with potential copy-cat attacks, increased online threats of violence, and potential for hoax or doxing incidents directed at high-profile corporate employees or public leaders. The report cited examples including a viral online poll asking, Who is the most hated CEO in America? and the Wanted posters that briefly appeared around Manhattan, displaying the names and salaries of several health insurance executives. (In response, panicked executives scrambled to scrub their personal information from the internet and hired additional security.) The document also mentioned the wave of positive posts on social media about Mangione. One X user described his perp walk as the Hardest pic of 2024. Another replied to the NYPD News X account, Did you guys . . . make him hotter? According to Klippenstein, the document is part of a larger wave of threat reports circulated among law enforcement by intelligence hubs established after 9/11 to combat terrorism, known as fusion hubs. Mangione is currently facing 11 state criminal counts in New York, including first-degree murder and murder as a crime of terrorism. If you were one of those who liked his mug shot or a related meme, be wary. Oh, so everyone? one reader commented under Klippensteins post. That narrows it down.
Category:
E-Commerce
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