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\nI want to download the software from Softonic Apk Download – Softonic.If you were to ask most people how far they plan to go in their career, you\u2019re more than likely to get a range of answers; with many of us ending up somewhere around 15 years.<\/p>\n
The truth is, though, that we should go on planning much longer than that.<\/p>\n
While it\u2019s common for individuals to reach a certain age or time in the day when they consider themselves to be \u201ctoo old\u201d for a new career, being old in your career does not have to be an automatic death sentence. The key is to stay actively engaged with the industry, whether that\u2019s through volunteering for an organisation or applying for opportunities, even if you are in your 30s.<\/p>\n
When you hit the 40s, however, things start to become a bit tougher to manage. Especially if you\u2019re a woman.<\/p>\n
In the new book The At-A-Glance Guide to Navigating Ageism in the Workplace, written by Career Development specialist Marcy Cain, she says that women in their 40s are \u201cmore at risk\u201d of being stereotyped in the workplace, while men in their 40s have been shown to be more likely to be actively considered for promotion, with younger individuals becoming less likely to be considered, especially if they are female.<\/p>\n
Cain says that this suggests that employers consider the risk of moving an older employee \u201clighter\u201d than they would a younger one and that can lead to an increased likelihood of being passed over.<\/p>\n
It\u2019s a scenario that could have potentially held Catherine, a 32-year-old public sector professional who was contacted by The Huffington Post Australia, for the first time.<\/p>\n
She remembers how her 35th birthday was a \u201creally painful\u201d birthday because she had been on maternity leave for nearly 18 months and had no idea what to expect.<\/p>\n
When it came to returning to work, she found herself<\/p>\n","protected":false},"excerpt":{"rendered":null,"protected":false},"author":86,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[7],"tags":[],"aioseo_notices":[],"jetpack_featured_media_url":"","_links":{"self":[{"href":"https:\/\/iselinfamilylaw.com\/wp-json\/wp\/v2\/posts\/6504"}],"collection":[{"href":"https:\/\/iselinfamilylaw.com\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/iselinfamilylaw.com\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/iselinfamilylaw.com\/wp-json\/wp\/v2\/users\/86"}],"replies":[{"embeddable":true,"href":"https:\/\/iselinfamilylaw.com\/wp-json\/wp\/v2\/comments?post=6504"}],"version-history":[{"count":1,"href":"https:\/\/iselinfamilylaw.com\/wp-json\/wp\/v2\/posts\/6504\/revisions"}],"predecessor-version":[{"id":6505,"href":"https:\/\/iselinfamilylaw.com\/wp-json\/wp\/v2\/posts\/6504\/revisions\/6505"}],"wp:attachment":[{"href":"https:\/\/iselinfamilylaw.com\/wp-json\/wp\/v2\/media?parent=6504"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/iselinfamilylaw.com\/wp-json\/wp\/v2\/categories?post=6504"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/iselinfamilylaw.com\/wp-json\/wp\/v2\/tags?post=6504"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
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