A couple of stories from the SMH which are relevant to resumes and resume writers. The first is age discrimination and the second is workplace bullying – a major reason why people leave their jobs. The writer is Kirstin Ferguson.
Q. My job was made redundant, so I’m on the hunt for a new role. The problem is, I’m 58, which doesn’t seem to be a strong selling point these days. How do I avoid age discrimination when most companies use software that doesn’t let me submit my application without providing all of my details, including date of birth?
Sadly, you’re not imagining the disadvantage. As you say, while age discrimination laws should protect older workers, online application processes are causing applicants to be screened through personal information questions that once, we would have never been asked.
A few practical strategies help. First, focus your applications on roles where experience is genuinely valued and clearly stated, not ones chasing “energy” or “future potential” as coded language. Second, keep your resume tight. You don’t need to list every role you’ve ever held; relevance beats chronology every time.
If an online system asks for a date of birth, provide it if required, but don’t let that be the end of the story. Where possible, follow-up applications with a direct email or LinkedIn message that highlights what you bring now, not how long you’ve been working.
It’s also worth remembering that there are recruiters, company leaders and hiring managers who actively value older candidates for experience, judgment and stability, especially in teams that have had a lot of turnover. Your task isn’t to pretend you’re younger; it’s to make it easy for employers to see the value of experience they won’t have to train from scratch.
All that said, if you think you have been discriminated against, be sure to contact the Australian Human Rights Commission or the Fair Work Ombudsman for advice.
I love my job of five years, but I’m being bullied by a colleague who forms alliances with other staff and gossips with them. This turns others against me, and I have recently experienced two very aggressive confrontations from colleagues as a result. My manager says he has to remain impartial, and that without proof, it is only my perception. What are my options?
Your boss does not get to “remain impartial” if there is bullying happening in his team. His job is to stamp it out. In Australia, bullying isn’t just a management issue, it’s a work health and safety issue. Employers have a duty to prevent both physical and psychological harm. You don’t need absolute proof to raise a concern; patterns of behaviour are what matter.
Bullies are often very clever to avoid anything that gives you concrete proof of their bullying. When you start to doubt yourself or feel isolated, it is an indicator the bullying behaviour is working exactly as intended. However, no workplace or boss gets to opt out of responsibility just because the bullying is subtle rather than spectacularly obvious.
Before escalating externally, document everything. Dates, witnesses, what was said, and the impact on you and your health. Keep it factual and unemotional. Put your concerns in writing to your boss.
If that goes nowhere, a safety regulator like WorkSafe Victoria or SafeWork NSWcan provide advice and, in some cases, intervene where there’s a risk to your physical or psychological health. Fair Work can also deal with bullying. Take care.