These days, I often hear people around me talking about preparing for job changes. However, there is a common complaint that comes up. They have submitted applications to dozens of places but haven't received a single interview call.

It's not that they lack experience. In fact, there are cases where having too much experience is the problem.

I don't see this as an emotional issue. The data shows that there are real barriers, and if that's the case, we can strategize to overcome them.

AARP published a survey in January 2026. Among 1,656 workers aged 50 and older, 64% reported that they had witnessed or experienced age discrimination in the workplace.

Of those, 91% believed that age discrimination is common. Honestly, I was a bit surprised by this number. If nine out of ten people feel this way, it indicates a general industry norm.

So, what does the law say? The federal law ADEA (Age Discrimination in Employment Act) protects those aged 40 and older. However, it only applies to employers with 20 or more employees.

California has broader criteria. The state law FEHA prohibits discrimination against those aged 40 and older for employers with five or more employees.

California is also one of the states that restricts asking for information that could reveal age during the hiring process. States like Colorado, Connecticut, and Minnesota have similar regulations.

The same goes for job advertisements. According to EEOC regulations, phrases like "young talent" or "recent college graduate" can be problematic as they may push away older applicants.

However, let's talk about a realistic issue. Just because there are laws doesn't mean recruiters won't skim through resumes in seconds.

If you get rejected at the document stage, it's hard to prove why you were rejected. That's why I advise focusing on your resume before worrying about the law.

First, detail only the last 10-15 years of your experience. If you list jobs from the 1990s, recruiters will start calculating your age right away.

If earlier experience is necessary, you can group it under "Earlier Experience" in one line. Just keep the company names and titles without the years.

Second, remove your graduation year. The degree and school name are sufficient. No one will think it's odd if you don't include the graduation year.

If the year is next to the school name, that one number can overshadow the rest of your experience. There's no reason to give hints about your age.

Third, eliminate phrases like "30 years of experience." Instead, use "15+ years" and show what you've accomplished during that time with numbers.

For example, "contributed to cost savings" is less effective than "negotiated vendor contracts to save 12% annually." Numbers don't ask about age.

Fourth, update your skills section. If you still list Lotus Notes or outdated software, remove them immediately.

Replace them with tools you currently use, like advanced Excel features, Salesforce, Slack, or cloud collaboration tools. If you've used AI tools in practice, that's worth mentioning too.

Another AARP survey identified the assumption that "older employees are less tech-savvy" as a common subtle form of discrimination. Therefore, breaking that assumption on your resume is key.

Fifth, pay attention to your email address, which may seem trivial. An old domain email subtly reveals your generation. Creating a clean address with your name takes just five minutes.

Sixth, be mindful of ATS (Applicant Tracking Systems). Resumes with flashy tables or graphics often can't be read properly by machines.

It's also important to reflect the keywords from the job posting in your resume. Many experienced individuals get filtered out because they use internal company jargon.

Your LinkedIn profile should match your resume. If you remove the years from your resume but leave 1990 graduation on LinkedIn, it defeats the purpose.

If you believe you've faced discrimination, there are options. In California, you can file a complaint with the Civil Rights Department (CRD), but you must do so within three years of the last discriminatory act.

However, since specific situations vary, it's best to consult with an employment attorney first.

And make sure to keep evidence. Records of emails received, job postings, and interview dates can make a significant difference later.

Personally, I don't see lawsuits as the first option. They take time, and ultimately, what you want is not that company but a good job.

The market ultimately rewards skills. Having extensive experience doesn't mean a weakness; it means you have a lot to prove. The question is how to showcase that.

If I were you, I would open my resume tonight and start by removing the graduation year. Then, I would condense my experience from 15 years ago into one line. Let's see if the interview call rate changes.