Discrimination in the work place is an issue that just won’t go away, although the types of discrimination can be more discreet and within the bounds of certain legal codes as not to engender lawsuits. The classic stable of cases based on race, gender, and now certainly age, persist.

There is no complete list as long as human beings feel that they want to discriminate against someone they do not appreciate whatever the contrived reason. Legislation against certain forms of behaviour is possible others are not.

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Some people have decided to participate in forums or blogs in order to increase awareness. These avenues are appropriate given their context. However, for the persons involved, what is to be done? Despite discrimination, there should be an end to the culture of victimisation, popularised in the USA, and supported by a culture of political correctness. Although well intentioned, ‘political correctness’ has always been bogus, and has led to extreme abuse. Many readers of these columns will be aware of the abuses and their corresponding notes of hypocrisy, which run rampant.

For example, when business schools recruit each new cohort of peers, the emphasis is on diversity. Given 2 candidates of equal stature with similar backgrounds, how does a business school or employer decide? Is it personality? Gender? Social or ethnic background? Is there a right choice? You see the dilemma, and there is no simplistic solution.

The ‘experience discrimination’ issue

This issue cuts ice both ways: either you have too much expertise, i.e. you are getting on in years and should invest in a Carolina rocker, or you are too young, meaning you are just starting out and need a break to get started.

Overcoming these attitudes is quite impossible. All you can do as an individual is to try and find your own path. For example, there is the case of someone; I will refer to as Jack. Dynamite guy, plenty of experience in management and sales. High performer and results driven. By the time he was 45 years old, his company released him as the saying goes. Reasons stipulated: economic. The real reason was that the firm no longer wanted to pay his salary and benefits. Psychological damage to Jack was not a concern. After all, he was no longer needed.

Today, Jack is finishing up another advanced degree in the UK in the nuclear energy sector and is due to be hired by a leading energy concern. Oh, I failed to mention, Jack already holds an engineering degree and an MBA from top academic institutions. Finally, somebody recognised his true worth.

In France, I have a colleague who teaches at a business school in Paris. The students he tells me about are all terribly anxious. They cannot find appropriate positions in their own country. Many are looking abroad either in the UK or elsewhere in Europe. The problem now is lack of experience. So what can the students sell? They must focus on selling skill sets and attributes, which indicate future performance and potential. This is harder to do but can be accomplished with the proper counselling of a career advisor.

Most of us have been in the above circumstances. What we can do if we are in a position to do so is to help these individuals overcome the obstacles. Some of us can hire these individuals if they meet our requirements. Otherwise, we can put them in touch with our network.

Often the best advice you can give someone in these situations is moral support and the courage to go out there and persevere.