"Too Old, Too Corporate?": A Candid Conversation on Ageism in Administrative Careers

In your experience, how has ageism manifested most commonly in the workplace, particularly for administrative professionals?

Sunny: Oh, let’s just call it out: there’s this sneaky little misconception that tenured administrative professionals—those warriors who’ve been at it for decades—stopped learning and growing somewhere along the way. People forget that experience brings wisdom, resourcefulness, and about a million lessons you can’t pick up from a textbook. Yet, the bias persists in subtle ways—like assuming these pros can’t adapt to new technology or that their methods are too “old school.”

But here’s the real question: does this candidate have a fixed or growth mindset? Age isn’t the determining factor—it’s whether someone is a learner or a knower. I’ve met 20-somethings who are convinced they’ve got it all figured out and have no interest in gaining new skills or expanding their horizons. Meanwhile, a true learner—regardless of age—shows up as someone constantly seeking growth. You see it in their participation in courses, conferences, continuing education, and professional organizations. It’s not about the number of candles on the cake; it’s about their commitment to evolving, staying curious, and staying engaged. That’s what employers should focus on.

More seasoned admins often express feeling irrelevant and "old" during the job search process. What would you recommend to those feeling this way?

And do I hear them loud and clear! It’s hard not to internalize that message when the job market whispers (or sometimes shouts) it in your ear. But listen—what’s more important than what anybody else thinks is what you think. If you’re waking up every day telling yourself, “I’m too old, too irrelevant, too whatever,” that belief is going to seep into everything—your confidence, your presence, even your résumé.

You have to flip that script. Start with what you know to be true: you’re experienced, you’re adaptable, and you’ve weathered storms that most people can't even imagine. Age—and the wisdom and experience that come with it—isn’t a weakness; it’s your superpower. Own it.

In your post, you acknowledged how younger admins can sometimes dismiss older admins as too "corporate." What advice would you give to younger admins to avoid falling into this mindset?

Let me first just say, telling an admin—or any candidate—they’re “too corporate” during an interview is not only disrespectful (you’ve been taught better), but honestly, it also feels like an attempt to lower the standards bar.

If “too corporate” means showing up polished, demonstrating respect and professionalism with someone you’ve just met, and understanding that no task is too small if it maximizes their executive’s impact, then call them “corporate” all day long. Servant leadership has always been at the heart of extraordinary admin work, and that’s not changing anytime soon.

Sometimes, younger admins don’t realize what they’re missing because they haven’t seen the whole game yet. My advice to the next generation of talent? Become a sponge. Soak in the wisdom, ask questions, and stay curious. Instead of labeling someone as “too corporate” or stuck in their ways, dive into their playbook. How do they manage temperamental executives? How would they handle that tricky situation you’re avoiding? What tools or systems give them an edge? Ask them about their biggest career crisis and how they came out stronger.

Think about it—these are the people who worked in a world without the language of the MeToo movement, were rarely asked for their input, and had to wear pantyhose every day. If you had to deal with what they put up with for most of their careers, you might have bailed on the profession altogether. These people deserve nothing less than our respect.

You introduced the concept of the “paper ceiling” in your post. How do you see educational requirements, such as a degree, being used to exclude older, experienced admins?

The paper ceiling is such a perfect phrase because it, too, is invisible—until you hit your head on it. For many seasoned admins, the degree requirement feels like an arbitrary barrier, especially when they bring 20 or 30 years of battle-tested, practical experience to the table—the kind of expertise you can’t teach in any classroom.

Companies may think they’re “setting a standard,” but they’re really just shutting the door on some of the most capable professionals out there. Whether or not that’s a veiled strategy to exclude a generation of talent, I’m not sure. I believe it likely stems from an ongoing lack of understanding of the true value administrative professionals bring to the table.

It reflects outdated perceptions that equate formal education with capability while undervaluing the hands-on experience, problem-solving skills, and institutional knowledge these professionals accumulate over decades. This disconnect not only limits career advancement opportunities for seasoned admins but also deprives organizations of the strategic advantage of leveraging their expertise.

If companies truly understood the ROI of an experienced admin, degree requirements would be swiftly eliminated. That’s exactly what happened at Dallas College—one of the largest community college systems in Texas—when they recently removed the degree requirement for senior administrative roles. Now, that’s what I call real progress!

Since paper ceilings are the reality for many admins, how should employers balance experience versus formal education when hiring administrative professionals?

In this profession, experience should carry more weight than formal education—otherwise, you risk missing out on phenomenal talent by sticking to rigid degree requirements. The best admins aren’t created in a classroom; they’re born for this work.

That said, from what we’ve seen through the Admin Awards, the top 1% are indeed highly educated—not necessarily in the traditional “four-year degree” sense, but as lifelong learners. They’ve honed their craft by staying curious, attending conferences, webinars, and seminars, earning certifications, and joining peer groups.

What matters is knowledge, not the method of acquiring it. Hiring managers should ask: Is this person a learner? Have they consistently grown and evolved? Shifting from a “check-the-box” mentality to a “who can actually get the job done?” mindset will make all the difference.

Overall, how can industry leaders and organizations start to shift ageist perceptions and create more inclusive hiring and promotion practices for admins?

Talking openly about this thorny subject is an essential start. Pretending it’s not happening—or brushing it off as “not a big deal”—helps no one. Ageism is alive and well, and as an industry, we need to address it head-on.

Leaders should also ask: What kind of workplace are we creating? Are we valuing voices from every generation? Baby Boomers still make up a huge segment of the population (around 70 million strong in the U.S. alone), and chances are your products and services touch their lives in some way. Their expertise and perspective should be reflected in your workforce.

Intentional action is critical—spotlight the contributions of seasoned employees, foster mentorship programs, and rethink outdated job requirements that exclude older talent. And don’t underestimate the power of storytelling: highlight the wins of admins who’ve been thriving for decades.

For older admins struggling with ageism, what strategies would you recommend to maintain confidence and keep moving forward?

Head up, shoulders back. Don’t let anyone convince you that your age, wisdom, and experience are anything less than assets. If you’ve survived and thrived in this profession for decades, you are tough, resilient, and valuable.

That said, it’s scary to feel overlooked, especially when your livelihood is on the line. But there’s a difference between being afraid and letting fear paralyze you. Keep moving forward, one step at a time.

Start small—make your bed, take a walk every morning, and get your body moving. Even simple habits can unlock clarity, boost energy, and increase confidence. Meditating for just 10 minutes daily can also work wonders.

Finally, don’t be afraid to ask for help. Find your people—the ones who remind you of your worth when the mirror doesn’t reflect it back. Surround yourself with good energy and lean on those who lift you up.

Confidence comes from tackling hard things repeatedly, so start tackling. Remember: the right opportunity—the one that values your wisdom, grit, and brilliance—is out there. Keep going. You are not finished yet.

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