Not Senior Enough To Do The Job?

Summary

The author discusses the challenges faced due to perceptions of seniority based on physical appearance, particularly youthfulness and femininity, and advocates for evaluation based on achievements and abilities rather than subjective standards.

Abstract

The article delves into the author's personal experiences with being deemed not senior enough due to a youthful appearance and femininity, despite being in their 40s. The author's supervisor and peers have suggested that factors such as lack of gray hair, makeup use, and a youthful demeanor have led to doubts about the author's seniority. The author argues that these perceptions are subjective and should not influence professional capabilities or opportunities. They emphasize that in a diverse world, youthful appearance should not equate to junior status, and that talent and potential should be prioritized over biased views of seniority. The author also touches on the role of melanin in appearance and the potential for such comments to be rooted in bias, toxicity, and office politics, which can hinder career progression and lead to missed opportunities for both individuals and companies.

Opinions

The author believes that perceptions of seniority are highly subjective and can be influenced by biased and toxic corporate cultures.
The author suggests that altering one's physical appearance to conform to subjective standards of seniority is unnecessary and counterproductive.
It is highlighted that looking younger due to factors like melanin should not be a barrier to taking on senior roles.
The author asserts that perceived seniority is not a reliable indicator of professional success or the ability to perform a job well.
The author is convinced that comments about someone's perceived seniority can be manipulative and used to discredit individuals in office politics.
The author emphasizes that individuals should be judged on their proven achievements, abilities, and potential rather than on superficial and biased views about their age or appearance.
The author encourages readers to critically assess the motivations behind comments regarding seniority and to maintain an open mind about the capabilities of people of all ages.

Not Senior Enough To Do The Job?

Throughout my career, I have often been told that I don’t look senior enough. A few years ago, when I asked my supervisor to elaborate more on why I didn’t look senior enough, she mentioned that I didn’t have any gray hair, that I wore makeup, and that I looked too young. No one would take me seriously. She couldn’t ask me to represent her in important meetings.

At the time I was 40. I then asked a peer, and he responded that I was too feminine and not manly enough to be senior.

Over the years, I have come to realize that perceptions about seniority are subjective. Like beauty, it is in the eye of the beholder.

I have been lucky enough to be blessed with good skin and people often think I am 10–15 years younger than I actually am. Sometimes youth serves me, sometimes it doesn’t.

In the case of certain corporate environments, it certainly does not play to my advantage.

Should I alter my physical appearance to be seen as senior enough in the corporate world? Should I put on a persona? Develop a more baritone voice? My answer would be “no”. In an increasingly diverse world, perceived youth should not be equated to being junior.

It is a well-known fact that melanin makes one look younger for longer. But should the fact that I am black and younger-looking disqualify me from taking on senior roles? Again a resounding «no».

Besides, looking senior or perceived to be senior is not necessarily a barometer of work that will be better done or for success.

Individuals should be rated on their proven achievements, abilities, and their potential — not on a subjective and often biased view about their seniority.

In toxic corporate culture, the sentence “he or she isn’t senior enough”, is even used in office politics to discredit entire individuals, to spoil their chances at being considered for leadership roles. It can destroy entire careers.

I am convinced that companies miss out on stellar talent if they allow anecdotal comments about seniority to interfere with developing their internal talent.

These comments are often motivated by biased, toxic, and sometimes change-averse managers trying to get rid of a candidate that may do a better job or someone they see as a direct threat.

Comments about seniority should be factually substantiated for them to be taken into account. It shouldn’t be easy to destroy someone’s reputation in a sentence.

Also, when someone does make such a comment, try to understand the place that it is coming from. Is the person envious, does that person feel threatened? Is the comment genuine or is it simply manipulative?

My main point, however, is that over and above everything else, one cannot judge an individual’s abilities by their age. Some of the most extraordinary inventions have been developed by people of all ages — young and old. Don’t judge too quickly. Always keep an open mind.

Thanks for reading my perspective!