Defying Age Limits:
The Important Mission of an ‘Age Astronaut’
In this exciting interview, Simon Long, who describes himself as an “Age Astronaut”, shares his story of professional reorientation after the age of 55. How did he overcome the challenges of the job market, and how does his work at 55/Redefined influence the way we view age in the world of work? A conversation that not only demonstrates his resilience, but also encourages reflection on the opportunities of an age-diverse workforce.
By Robert Eysoldt, May 2024
On my expedition through the complex world of aging, I have the pleasure of meeting many fascinating and inspiring people. One of them is Simon Long. I got to know Simon via LinkedIn. He posted some fascinating insights about age and aging and about his work as Growth Director at 55/Redefined.
And what made me particularly curious: He describes himself as an Age Astronaut. Simon lives in the UK and has a professional story that reminds me a little of my own. At the age of 55, he was faced with the challenge of having to redefine himself professionally. It wasn’t easy at first, but in the end it worked out quite well.
That’s why I was keen to find out from him what challenges he faced back then, how he ultimately overcame them, and what he would recommend to other people in similar situations.
Summary of the interview
Simon Long talks about the challenge of having to redefine himself professionally at the age of 55. His small consulting firm had to close due to the financial impacts of COVID-19. Despite his extensive experience, he faced significant barriers in the job market, rarely received interview invitations, and was often rejected as overqualified, which he perceived as veiled age discrimination.
Experiences with Age Stereotypes
Simon explains the stereotypes that older individuals face, such as assumptions that they are technologically backward, inflexible, or in poor health. He criticizes these prejudices as harmful to integrating older people into the workforce and emphasizes that older employees regularly possess a valuable mix of wisdom, life experience, and emotional intelligence.
Contribution at 55/Redefined
Through a LinkedIn post in which Simon shared his situation and frustrations, he was contacted by the founder of 55/Redefined. At this organization, he now works to help other older people overcome similar challenges and promotes the appreciation of age diversity in companies.
The Role of Experience in Business
Simon emphasizes the “return of experience” approach that older employees can offer, as opposed to the traditional “return on investment”. He argues that the experience and stability of older employees can reduce turnover and training time for companies. He advocates for the recognition and utilization of the so-called “Age Dividend,” which promotes the economic and social integration of older workers.
Personal Approach and Advice
Personal Approach and Advice Simon also offers advice for older people who are in the job market. He recommends leveraging personal networks and maintaining clear and purposeful communication about one’s skills and goals. He advises against being restricted by stereotypical assumptions, and instead maintaining an active and visible online presence.
Multi-Generational Workplace
Finally, Simon underlines the importance of an intergenerational workplace and how important it is to break down stereotypes and prejudices. He emphasizes the need to involve younger generations in the process of creating an inclusive work culture to achieve long-term positive changes.
Vision for the Future
Simon shares his vision of a workplace where age does not matter and where attitude, culture, skills, and behavior are prioritized. He sees his role at 55/Redefined as an opportunity to demonstrate to companies the benefits of age diversity and contribute to a deeper understanding and respect for older employees.
My conversation with Simon was a real eye-opener
What will I take away from this conversation?
Let me try to summarize.
The bias against older workers is not only unfair, but also has a negative impact on the economy. So integrating an intergenerational workforce is not only the right thing to do, it’s also smart.
And I have made a special note of the following points:
➔ Personal networks and an active online presence are necessary to stay visible and seize opportunities.
➔ A willingness to adapt and be flexible is crucial for success in an ever-changing work environment.
➔ Be Always clear about exactly what you want to do … and what you don’t want to do.
Communicate your skills clearly and stand up for your values persistently.
➔ And last but not least: Leave your ego at the door. I’ve underlined that twice.;)
These are inspiring insights. And they are certainly more than just professional advice — they are a call to re-evaluate the value of experience and promote a more inclusive work culture.
Thank you very much, Simon!
Anyone who would like to get in touch with Simon is welcome to do so via LinkedIn. Further information about the company 55/Redefined can be found here.
