By law, age should never be a consideration for employment; but the reality is that sometimes employers are biased against older attorneys who are searching forwork or even those who are already employed. Last year the EEOC brought a lawsuit against New York law firm Kelley Drye & Warren after one of the partners accused the company of forcing older partners to give up their equity at age 70 and earn less than younger attorneys in the firm with similar collections and billings. The law suit brought up the uncomfortable truth that even the most experienced and notable attorneys can face age discrimination. And while the EEOC has made it clear that discrimination against older job candidates and employees will not be tolerated, age still impacts employability.  So how do you combat age discrimination? Let’s take a look at a few suggestions:

1. Don’t attempt to hide your age. Hiding your age is not only stressful, it could be counterproductive. Instead think of all the ways that your age is a benefit to the company.
2. Emphasize the fact that at this point in your life you are sure about your career trajectory, unlike some less experienced (i.e. younger) attorneys.
3. Emphasize the fact that your extensive experience as an attorney has helped you hone many important skills, such as problem-solving, ability to resolve interpersonal conflict and the ability to work both as a team player and a leader.
4. If an interviewer brings up your age, gently redirect them while addressing the root of their fears. For example, many employers worry that older attorneys may not be up-to-date on the latest technology, trends and changes in the field of law. One way of combating this misperception is by sharing with the employer the fact that you are constantly learning and changing.