“Most ageism in our industry tends to be subtle”
Gina Hough
Founder, MCC Int Ltd
Is the IT channel overlooking older talent?
I think it probably does at times, although perhaps not deliberately. The technology industry naturally gets excited about what’s new and what’s next, which can sometimes create an assumption that younger automatically means more innovative.
The reality is that many of the people who have helped shape the channel over the last 20, 30 or 40 years (in my case!) are still making a huge contribution. Experience counts for a lot, particularly in an industry built on relationships, trust and understanding how businesses really work.
As someone who has spent most of my PR career in the channel, I’d argue that the best organisations are the ones that combine fresh thinking with experience rather than seeing them as opposites. Experience isn’t something that should be managed out of a business. In many cases, it’s one of its biggest strengths.
Have you personally witnessed any examples of ageism in the industry?
I’ve seen the occasional assumption that someone who has been around for a long time is somehow less interested in new technology or less able to adapt. Personally, I think that’s a mistake. Mind, you I’ve seen it happen the other way around too. People get written off for being too young or inexperienced.
I’ve worked with plenty of experienced professionals who are every bit as engaged with AI, cybersecurity and digital transformation as colleagues half their age. If anything, they’ve often seen enough technology cycles come and go to separate genuine innovation from hype.
Most ageism in our industry tends to be subtle rather than overt, but it’s still something businesses need to be aware of.
The tech industry has been experiencing mass layoffs since mid-2023, leading to lots of older, experienced staff entering the jobs market. What’s your advice to them?
Don’t apologise for your experience and don’t assume it’s a disadvantage. Embrace it. You’ll be bringing the voice of reason into the room and that is always reassuring.
The key is to focus on what you can bring to an organisation today, rather than simply how long you’ve been working. Employers want people who can solve problems, build relationships, communicate well and make things happen.
I’d also say don’t fall into the trap of thinking you have to reinvent yourself completely. Stay curious, keep learning and be open to new ideas, but don’t underestimate the value of the knowledge and perspective you’ve built up over the years.
What’s your policy on ensuring older applicants have an opportunity, and do you have top tips for best practice?
Over the many years MCC has been in business, I can guarantee that we never looked at age as a deciding factor. We’ve worked with people at every stage of their careers and found that talent, attitude, and a willingness to learn are far more important.
One of the things I enjoy most about working in the channel is that it brings together people from different backgrounds, experiences and generations. Some of the best ideas come from those different perspectives coming together.
For us, it’s always been about finding the right people, not the right age group.
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