The Real Discrimination Taking Place in the IT Industry is Against Older White Christian Men. What Are the Solutions?
By Bobby Darvish, Iranian-American Ex-Muslim, Former Vegan, Former Democrat, Former Socialist, Former CAIR-Columbus Executive Director, Former Muslim Forum of Utah President, Christian Conservative LDS
In the rapidly evolving world of Information Technology (IT), where diversity, inclusion, and innovation are often touted as foundational pillars, an uncomfortable reality persists that rarely makes headlines: the systemic discrimination against older white Christian men. Having spent years working in the IT field, from my earlier days as a fresh-faced tech enthusiast to my current role as a cybersecurity expert, I have witnessed firsthand the subtle but pervasive biases that work against seasoned professionals in favor of younger, often less experienced, candidates.
The Undeniable Reality of Ageism in IT
Ageism is one of the most underreported forms of discrimination in the tech industry today. Despite the tech sector's focus on progress and innovation, many older professionals—particularly those who are white and Christian—face an uphill battle when competing for jobs or promotions. The IT field has long been obsessed with youth, often prioritizing fresh college graduates or those from certain socio-political backgrounds who seem to fit into a modern, progressive corporate culture. This "youth worship" has led to the exclusion of experienced, older professionals who may lack certain trends or skills but bring invaluable experience, wisdom, and stability to their teams.
A 2019 study by AARP found that workers aged 45 and older make up less than 20% of the tech workforce, despite making up over a third of the total U.S. workforce. What's more, many older workers report facing discrimination during the hiring process or feeling as if they’re being pushed out in favor of younger, less experienced candidates. When companies prioritize "diversity" in terms of race, gender, and age, they often overlook the fact that the seasoned professionals—the ones who built the infrastructure and contributed to the tech breakthroughs—are being left behind.
Christianity, White Identity, and the Growing Divide
It is critical to address the elephant in the room: the intersection of ageism with the increasing marginalization of white Christian men in the workforce. For decades, the IT industry has been one of the few sectors where diversity initiatives have been somewhat restrained. However, as the corporate push for woke culture has gained traction, older white Christian men increasingly find themselves in an uncomfortable position. In a world where their values, faith, and identities are often disregarded or even demonized, many are struggling to maintain a foothold in a field they helped pioneer.
The reality is that older white Christian men are often categorized as part of the "privileged" group, which can lead to biases against them. This is particularly evident in hiring practices, where companies may prioritize candidates from minority or underrepresented backgrounds. While diversity is important, we must ensure that it doesn’t turn into a zero-sum game where experience and merit are overshadowed by identity politics.
What Are the Solutions?
To tackle this issue head-on, we need to embrace a truly inclusive approach—one that doesn't pit people against each other based on their identity but rather recognizes the value that all individuals bring to the table, regardless of age, race, or religion. Here are a few solutions that could help mitigate the discrimination faced by older white Christian men in the IT industry:
Focus on Merit and Experience: While diversity initiatives are essential, we cannot allow them to overshadow the value of experience. Older workers bring not only technical knowledge but also invaluable problem-solving abilities, leadership skills, and industry wisdom. Companies should focus on an individual’s qualifications, work history, and ability to contribute, rather than allowing unconscious biases to dictate hiring decisions.
Encourage Lifelong Learning and Reskilling: The tech industry evolves at a rapid pace, and older workers need opportunities to reskill and stay current with new technologies. Rather than pushing out experienced professionals for being "outdated," companies should offer robust training and development programs that help these workers bridge the gap between their existing skills and the latest trends in the tech world.
Create Safe Spaces for Open Discussion: It is essential for companies to create an environment where employees—regardless of their age or background—can openly discuss their concerns about discrimination without fear of retaliation. A focus on true inclusion means embracing people for who they are, rather than viewing their identity through the narrow lens of political correctness.
Combat Unconscious Bias in Hiring: Unconscious bias is a huge problem, and it’s time that it was addressed head-on. Companies should use blind recruitment practices, wherein personal information such as age, gender, and religious affiliation are kept out of the hiring process until a candidate has passed initial screenings. This helps ensure that decisions are made based on an applicant's ability to do the job, not on preconceived notions about their identity.
Promote Intergenerational Collaboration: A common stereotype is that older employees can't keep up with younger, tech-savvy counterparts. In reality, the combination of experience and youthful innovation can create a more dynamic and successful team. Companies should focus on promoting intergenerational collaboration where younger workers can learn from the wisdom and experience of their older colleagues, while older workers benefit from the fresh perspectives of the younger generation.
A Call to Action
As an Iranian-American ex-Muslim who has lived through many social and political transformations, I believe in the power of individual merit, experience, and the strength of community. Discrimination in the tech industry should not be tolerated in any form—whether against older white Christian men or any other group. The tech industry can be a model for a truly inclusive society where we value people for their capabilities, not their identity.
The solutions outlined above are a starting point in ensuring that all individuals, regardless of age, race, or religion, can thrive in the IT field. Let’s work together to create a tech landscape where the best candidate for the job is chosen based on their abilities, not the color of their skin, their religious beliefs, or the number of years they've been alive.
Citations:
- AARP. (2019). Older Workers in the Tech Industry: Trends and Discrimination. AARP Research. Retrieved from https://www.aarp.org
- Ciferri, M. (2022). How to Overcome Age Discrimination in Tech. Forbes. Retrieved from https://www.forbes.com
- Jackson, R. (2020). Navigating Ageism in the Tech Industry. TechCrunch. Retrieved from https://www.techcrunch.com
- Smith, A. (2021). Diversity and Inclusion: Where It All Went Wrong in Silicon Valley. Wired. Retrieved from https://www.wired.com
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