In the last several layoffs, our team lost everybody above 50, and even two people in their late 40s. The rest of us are all here. I don't know if this is the case company-wide, but it certainly left a bad taste in my mouth. Really shows us there's no future for any of us here once we hit a certain age.
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@bp D-mbest thing I have read today. Just stop posting this garbage.
In a ruthlessly competitive, tech-accelerating economy, laying off older Baby Boomers in favor of younger digital natives is biologically and demographically rational. Neuroplasticity plummets with age, slashing the brain's capacity to forge new synaptic connections and master novel tools, while fluid intelligence - the raw horsepower for abstract reasoning, processing speed, working memory, and innovation - peaks in the 20s-30s before measurable decline sets in, often by a full standard deviation by 60. Boomers, shaped by post-war abundance, unions, cheap housing/education, and generous entitlements, frequently carry higher legacy compensation, resistance to flexible digital workflows, and slower tech fluency. In contrast, Millennials and Gen Z, forged in disruption and immersed in computing from birth, deliver superior adaptability, multitasking, and lower long-term costs. Retaining crystallized knowledge at the expense of plasticity and future ROI is corporate su----e; organizations must prioritize biological renewal over sentiment to survive.
Seattle Longitudinal Study: Fluid abilities like perceptual speed, inductive reasoning, and spatial orientation peak around 30 and start showing declines after age 50-60, with steeper drops later.
Processing speed and executive function slow noticeably from the 50s; UCLA study on women found ~5% decline in mental processing over a decade post-menopause, with speed dropping ~1% every 2 years.
Neuroplasticity decreases with age: Older brains show reduced synaptic reorganization, less efficient new learning, and smaller gains from training compared to younger ones, though some plasticity remains.
Overall, fluid intelligence (novel problem-solving, working memory) declines while crystallized knowledge holds better; individual differences exist due to health/lifestyle, but population trends are clear from long-term studies.
Its ok to be over 50 if your a SVP or EVP
It’s looks that way but it was actually the older you are, the more money you make. It was a production cost decision.
The oldest people in one particular MTSO were fired, plus a younger person. In the RFE group, there is no one left in the group that was there 10 years ago, the last of the original group fired in Dec 2025. Of course, they were among the oldest in the group. Very, very few people retire from VZ (from the worker ranks) - they are fired before they get that far (or leave if a better opportunity comes along). Seems a few younger people get added to some groups in advance of rifs, and then get rif'd so it masks the firing of the older workers.
For what it’s worth. A few of us older folks still here. Almost 60yrs old but will admit nearly everyone I knew (came up with me) is gone now. Many did volunteer for severance or RIF…but know many who did not as well. Just saying some of us still here.
You aren’t safe no matter what, I’ve lost some of my best coworkers regardless of age. It all comes down to the whim of a Deloitte contractor and a senior director, neither of which has a clue who is actually doing the work.
@a8 I knew someone who challenged this years ago, but the company proved they had laid off a balanced mix of people across all demographics—including age, s-x, and race—making the lawsuit groundless.
Even though the goal was to reduce people over a certain age they are skilled enough at layoffs to keep themselves safe from lawsuits. This in addition to what others said about timelines, legal fees, etc.
@OP You didn’t imagine this. It’s real! Ageism is pervasive at Verizon and more broadly in tech so prepare accordingly.
The irony is that some of us older folks are more knowledgeable about the new technologies than our younger counterparts and can come up with better strategies a more cost effective solutions but it doesn’t matter. Prejudices aren’t based on facts and logic.
My region self-destructed because they kept passing over more experienced, capable people and promoting inexperienced people into key positions.
@a8 Easy:
1- You only have 180 days to file suit
2- You have to document thoroughly
3- It’s expensive. Lawyers typically don’t take these cases on contingency because the awards are a lot smaller than say personal injury
4- HR & management aren’t stupid and they make sure they have plausible deniability
How does the company skirt around age discrimination lawsuits if this is the case?
@OP I’m 62. I’ve volunteered as tribute the last 3 RIFs. Still here.
Us older folks tend to be more expensive. Hence we why go first