This Post is based on a chat with Perplexity.ai and an article, which I found online (you can use the translate option in your browser): https://www.wirtschaftsdienst.eu/inhalt/jahr/2025/heft/6/beitrag/altersdiskriminierung-trotz-arbeitskraeftemangel.html
The featured image shows the business district of Amsterdam, named Zuidas https://zuidas.nl/en/
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Age discrimination is a reality in many job markets, but for senior experts in the fast-paced fields of innovation, digitalization, and artificial intelligence (AI), the landscape is changing. With a growing demand for specialized knowledge, experience can often trump age. Let’s take a look at how two neighboring countries, Germany and the Netherlands, are navigating this trend.
The Netherlands: Experienc & Expertise is Your Asset
In the Netherlands, there’s a strong belief that proven expertise is more valuable than age. Many companies and consulting firms are actively seeking senior experts to lead complex projects and impart their knowledge to younger teams. The high demand for specialists in AI and digital transformation often outweighs traditional prejudices, especially if you can back up your claims with certifications and practical experience. My crtification page https://curriculum-vitae.digital/
For project-based work, consulting roles, or permanent positions in high-tech and digital initiatives, age is often less of a factor than your specific skills and professional network. While age discrimination is legally prohibited, it still happens, especially in the early stages of a job application. However, for a senior expert with a comprehensive profile of certifications, such as a Professional Scrum Master II (PSM II) or a specialist in Generative AI and AI Leadership from top institutions, the chances of success are excellent. Your unique combination of expertise, leadership, and continuous learning makes you a strong candidate for senior, consulting, and leadership roles in the tech sector.
Germany: A Mixed Picture of Challenges and Opportunities
Germany, like the Netherlands, is grappling with a skilled labor shortage. This has brought the employment of older workers into focus. While the employment rate for older individuals has increased, they still face significant challenges in finding new jobs and often report experiencing discrimination. A key issue is the outdated stereotype that older workers are less capable.
On the other hand, many German companies report positive experiences with newly hired older employees. To improve the job prospects for this group, the government is being called on to enhance its labor market and anti-discrimination policies, while companies and job seekers must also adapt their behavior.
Statistics show a clear disparity: older workers have a much lower chance of finding a new job compared to their younger counterparts, particularly when they are unemployed. This is reflected in a significantly longer average duration of unemployment for those over 55.
Despite these challenges, there are signs of change. A survey by the recruiting platform Stepstone found that while 40% of applicants over 60 reported being rejected due to their age, this indicates a clear problem. However, the increasing demand for skilled professionals across all age groups is a major opportunity. For those with a strong and current profile in high-demand fields like AI and digitalization, Germany’s labor market is also full of potential.
Key Takeaway
Both the Netherlands and Germany face the challenge of integrating older workers into the labor market. While Germany shows a more pronounced statistical disadvantage for older job seekers, both countries share a common thread: for senior experts in high-demand fields like AI and innovation, proven expertise is the most important currency. By highlighting a robust portfolio of certifications and practical experience, senior professionals can successfully navigate these challenges and secure rewarding roles.
Don’t let age be a barrier. Your expertise and experience are valuable assets in today’s digital economy.
