Is ageism really about age or is it about work experience and years from graduation?
So a lot of people say a 32-year-old cannot be an analyst; but is this really about canonical age or is it about work experience and years from graduation?
What if this person started university late as a mature student, has no formal work experience yet and was just helping with this father's business, and then graduated at 32 from a super target (Oxford Philosophy, Politics, and Economics)? Also consider that this person is youthful in appearance (Asian) and energetic.
Also, please don't answer with things like "do you really have motivation to work 100 hours a week as a 32 year old with a family?" because that is besides the point.
Maybe a little bit of both? I'm not sure if ageism is how I'd describe it. You can see this a bit with the blanket statements people may make about being x amount successful by x age and so-forth.
If this person from Oxford is you perhaps you may consider the MBA route and aim for associate recruiting?
As an exercise, imagine for instance a person who is out of the workforce and then applies for entry level jobs. Graduation date requirements for analyst roles are not uncommon. It may be tempting for people to say they aren't a realistic candidate because good talent doesn't have resume gaps but what are the limitations of such a statement? I'm not sure. Perhaps they were a caretaker or had a serious illness, these things don't disqualify them for an entry-level job yet unique edge cases get overlooked even if incidentally just based off of the sheer volume of applicants and competitive nature of recruiting. It becomes difficult to get a bureaucracy with a rigid manner of operating to change because changes introduce friction to a process that is fairly standardized.
Unfortunately, age dynamics may be at play too but they are more difficult to measure than structural limitations like graduation date or similar requirements. Maybe the most obvious are MBAs where many top programs consistently build cohorts around a particular age range and you can see a similar lag to the aforementioned.
Generally, there is a substantial survivorship bias that is difficult to measure which may be one reason the momentum for structured recruiting cycles is so perniciously stubborn.
Throughout the years there have been a few banks that try to get candidates with a similar profile and they usually don't persist over multiple recruiting years. JPM CIB junior analyst, MS Experienced Professionals Program, GS Bridge to Banking etc...
With an obvious personal bias though, if you can create a compelling narrative I would skip IB. An Oxford alum might have opportunities that are more interesting.
Ageism in finance, particularly in roles like an analyst, is often less about chronological age and more about perceived fit, work experience, and years from graduation. Based on the most helpful WSO content, here are the key considerations:
Perception of Fit and Energy: While being youthful in appearance and energetic can help mitigate some concerns, firms often question whether older candidates can adapt to the intense workload and culture typically associated with younger hires. However, if you can demonstrate the ability to handle the hours and the culture, this can be less of an issue.
Years from Graduation: A 32-year-old who recently graduated from a super target like Oxford with no formal work experience might still face skepticism. Firms may wonder why the candidate is entering the field later and whether they can align with peers who are younger and have similar levels of experience. However, the prestige of the degree and the narrative around helping with a family business could work in your favor if framed correctly.
Work Experience: Lack of formal work experience can be a double-edged sword. On one hand, it avoids the issue of being "overqualified" or "set in your ways," which are common concerns for older candidates. On the other hand, it raises questions about readiness for the role. Highlighting transferable skills from helping with the family business and emphasizing a strong academic background can help address this.
Silent Discrimination: As noted in WSO threads, there is often silent discrimination based on age, with concerns about commitment, adaptability, and the potential awkwardness of age gaps in teams. These concerns are unofficial but real. Addressing them proactively in interviews by emphasizing your energy, adaptability, and motivation can help.
Narrative Matters: Crafting a compelling story about why you're entering finance at this stage is crucial. If you can convincingly explain your late start (e.g., focusing on family responsibilities, pursuing a rigorous academic path, etc.) and tie it to your passion for the industry, you can overcome many of these biases.
In summary, while ageism does exist, it's often intertwined with concerns about work experience, years from graduation, and perceived fit. A strong narrative, combined with the prestige of your degree and demonstrated energy, can help mitigate these challenges.
Sources: Are you experienced? Thoughts on growing older, Are you experienced? Thoughts on growing older, Grad School and Age, Make Hay While the Sun Shines, How important is it one come from a rich family and be younger with regard to being hired as an Investment Banker?
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