One problem that job applicants encounter is discriminatory language in job postings that makes them feel like they cannot apply for particular positions. If they do, they don’t think they’ll even be considered.
This does not necessarily mean that discriminatory language is always very obvious. One hundred years ago, you may have seen a job posting listing someone’s race and saying that they can’t apply for the job, for example. But workers have many more protections in the modern era, so this obvious discrimination is unlikely to occur.
The problem is that employers may still want (either consciously or subconsciously) to discriminate. So, they will use coded language that still accomplishes the same goal without being obviously discriminatory.
Seeking recent college graduates
One example of this kind of relatively subtle discriminatory language is that companies will sometimes advertise that they are in the market to hire “recent college graduates.” Some people see no problem with this type of job posting. They just assume that the company wants someone who is up-to-date on the newest technology or any changes within the industry. If that person graduated in the last few years, they’re going to be a good fit.
But the problem is that this can just be a subtle form of age discrimination. The average college graduate is going to be under 40 years old, and discriminating against those who are over 40 is illegal. Is the employer really telling older workers not to apply?
What options do you have?
Do you feel that you’ve been discriminated against when applying for a job or while working? Maybe you’ve lost your position for illegal reasons or found it difficult to acquire employment. When discrimination happens, be sure you know about all of your legal options. Seeking personalized guidance is always an option.