When we think about the issues associated with “ageism” in today’s job market, we largely tend to first think of older, more experienced workers who live their lives – and livelihoods –  in a somewhat precarious position, plagued by the widespread misperception that they are somehow past their professional prime.

Older workers should be valued for their extensive experience and proven expertise, but instead, find themselves with the sword of Damocles perched perpetually over their heads (and headcount), seen largely as Luddites, stuck in the status quo, past their prime and imminently disposable.

Time seems to be running out once workers reach a certain tenure, and while they say wisdom comes with experience.  In the workforce today, however, the conventional wisdom among many newly minted Millennial managers is that more or less anyone over 40 (or anyone seen as relatively “old,” at least compared to their colleagues) represent what’s essentially a depreciating, disposable asset that’s likely long overdue for a trade-in.