Linda Kirk

Founder & CEO | Age Discrimination Expert | Empowerment Strategist | Lobbyist | Fearless Age Inclusion Advocate and Champion of Job Seekers & Workers 40+50+60+.

[Linda Kirk @4AgeInclusion]

WAIT...WHAT??? An idea about limiting work experience on resumes dates back at least to 1998, and it is STILL being promoted in 2026!

For decades, job seekers have been told to include only the most recent 10–15 years of work experience on their resumes.

But where did this idea originate? My research has not uncovered a verifiable point of origin.

However, it did uncover some unexpected surprises.

So, fasten your seat belts, and let’s dig into the data, aka, “bringing the receipts.”

According to the latest available annual figures from the U.S. Bureau of Labor Statistics, labor force participation among Americans 65 and older increased from 11.9% in 1998 to 19.1% in 2025.

THAT IS AN INCREASE OF MORE THAN 60%!

These percentages are not static. While participation fluctuates from year to year, the long-term increase demonstrates just how significantly a multigenerational workforce continues to grow.

For generations, age 65 was widely viewed as the traditional retirement milestone. Today, more Americans are remaining in or returning to the workforce beyond that age, for a variety of reasons.

There is no general U.S. law requiring workers to retire at age 65. Limited exceptions include certain airline pilots (65), federal air traffic controllers (generally 56), and certain federal law enforcement officers and firefighters (generally 57).

Yet the same 10-15 year idea from decades ago continues to circulate, as if the workforce has stood still since 1998.

❓ Why has an idea that is neither a law nor a verified, evidence-based standard been allowed to exert so much influence over how job seekers present their work histories?

❓ Why should job seekers with more than 15 years of work experience face the burden of deciding which parts of their employment history to omit or condense, while applicants with shorter careers face no comparable dilemma?

❓ How is that idea fair across today's multigenerational workforce that extends beyond age 65?

❓ If the idea applies to EVERYONE, why is the burden NOT shared EQUALLY?

❓ What empirical evidence supports the continued promotion of this decades-old idea?

My research has uncovered publications from professional associations, career experts, and employment organizations spanning decades.

For more detailed information, please go to my corresponding in-depth researh publication, including original sources, available now on my website blog at LINDA KIRK ADVOCACY at LINDAKIRKDOTCOM. A link is provided in the comments.

Please feel free to share your thoughts below.

𝗡𝗢 𝗣𝗔𝗬𝗪𝗔𝗟𝗟.
𝗔𝗨𝗧𝗛𝗘𝗡𝗧𝗜𝗖 𝗖𝗢𝗡𝗧𝗘𝗡𝗧.
𝗡𝗢 𝗘𝗠𝗔𝗜𝗟/𝗦𝗨𝗕𝗦𝗖𝗥𝗜𝗣𝗧𝗜𝗢𝗡 𝗡𝗘𝗖𝗘𝗦𝗦𝗔𝗥𝗬.
𝗔𝗟𝗪𝗔𝗬𝗦 𝗙𝗥𝗘𝗘 𝗧𝗢 𝗥𝗘𝗔𝗗, 𝗪𝗔𝗧𝗖𝗛 𝗔𝗡𝗗 𝗟𝗜𝗦𝗧𝗘𝗡.

#AARP #CDI #JobSeekers #LindaKirkAdvocacy #MultigenerationalWorkforce #NRWA #Resumes #SHRM

[Linda Kirk @4AgeInclusion]

@ChrisBaldwin912 Hello to all and thank you for your service! You rock! 😎

[Linda Kirk @4AgeInclusion]

"Fighting for your employment rights means things can get messy.

But so is gardening.

Your perspective can make or break you."

~ Linda Kirk, 11.6.25

From the collection of quotes by

Linda Kirk
Founder & CEO | Age Discrimination Expert | Empowerment Strategist | Federal Lobbyist | Fearless Age Inclusion Advocate and Champion of Job Seekers, Applicants, Candidates, and Workers 40+50+60+.

#Employment #Empowerment #LindaKirkAdvocacy #LindaKirkDotCom #SelfAdvocacy #Work

[Linda Kirk @4AgeInclusion]

@McLiberTea @mayemusk @bot @XFashion Excellent observation!

[Linda Kirk @4AgeInclusion]

@mayemusk You raised an amazing family, Ma'am. I'm 73 years strong and for me this would be something special. Beyond age, people like me who can't drive long distances due to an arthritic hand or others who have certain disabilities preventing them from driving...this is a game changer!

[Linda Kirk @4AgeInclusion]

@mmcdonaldlewis Thanks for keeping us updated! Excellent work.

[Linda Kirk @4AgeInclusion]

@tspooky What Tony says! THE HEAT IS ON!!! 🔥🔥🔥

[Linda Kirk @4AgeInclusion]

“I’m here on social media as a fearless advocate and champion of job seekers, applicants, candidates, and workers 40+50+60+. I follow the truth backed by facts, no matter where it takes me.”
~ Linda Kirk, 11.6.26

#Advocate #AgeBias #AgeDiscrimination #AgeInclusion #Champion #JobApplicants #JobCandidates #JobSeekers #LindaKirkAdvocacy #LindaKirkDotCom #Workers

[Linda Kirk @4AgeInclusion]

𝗞𝗜𝗥𝗞 𝗔𝗟𝗘𝗥𝗧 — 𝗢𝗖𝗧𝗢𝗕𝗘𝗥 𝟮𝟬𝟮𝟲 𝗠𝗢𝗡𝗧𝗛𝗟𝗬 𝗥𝗔𝗗𝗔𝗥 𝗥𝗘𝗣𝗢𝗥𝗧

The October 2026 KIRK ALERT Monthly Radar Report is now LIVE!

From a $1.6 million age discrimination judgment against Norfolk Southern-related railroad defendants to $815,000 in authorized settlements involving two Atlanta municipal employment lawsuits, October brought significant legal developments.

The report covers 26 cases involving new lawsuits, court decisions, appellate rulings, and case resolutions.

Among the highlights:

✅ A major court ruling involving Yale New Haven Hospital's mandatory testing policy for physicians age 70 and older.

✅ New lawsuits involving Prudential, Molson Coors, AT&T, Microsoft, ClubCorp, and FedEx.

✅ Continuing litigation involving Workday's AI hiring technology.

✅ Age discrimination claims advancing in some courts while others were dismissed.

The cases span healthcare, technology, transportation, financial services, telecommunications, government, and other industries.

𝗥𝗘𝗔𝗗 𝗧𝗛𝗘 𝗙𝗨𝗟𝗟 𝗥𝗘𝗣𝗢𝗥𝗧 — 𝗟𝗜𝗡𝗞 𝗜𝗡 𝗧𝗛𝗘 𝗖𝗢𝗠𝗠𝗘𝗡𝗧𝗦.

Stay informed. Just the facts. This is KIRK ALERT.

𝗡𝗢 𝗣𝗔𝗬𝗪𝗔𝗟𝗟.
𝗔𝗨𝗧𝗛𝗘𝗡𝗧𝗜𝗖 𝗖𝗢𝗡𝗧𝗘𝗡𝗧.
𝗡𝗢 𝗘𝗠𝗔𝗜𝗟 𝗦𝗨𝗕𝗦𝗖𝗥𝗜𝗣𝗧𝗜𝗢𝗡 𝗡𝗘𝗖𝗘𝗦𝗦𝗔𝗥𝗬.
𝗔𝗟𝗪𝗔𝗬𝗦 𝗙𝗥𝗘𝗘 𝗧𝗢 𝗥𝗘𝗔𝗗, 𝗪𝗔𝗧𝗖𝗛, 𝗔𝗡𝗗 𝗟𝗜𝗦𝗧𝗘𝗡.

#ADEA #AgeDiscrimination #EEOC #KirkAlert #LindaKirkAdvocacy #LindaKirkDotCom #MonthlyRadarReport

[Linda Kirk @4AgeInclusion]

@its_The_Dr The baby bump is gone.

[Linda Kirk @4AgeInclusion]

Here is the link to my in-depth research publication on LINDA KIRK ADVOCACY at LINDAKIRKDOTCOM:

https://t.co/m6HDpAkIxd

[Linda Kirk @4AgeInclusion]

WAIT...WHAT??? An idea about limiting work experience on resumes dates back at least to 1998, and it is STILL being promoted in 2026!

For decades, job seekers have been told to include only the most recent 10–15 years of work experience on their resumes.

But where did this idea originate? My research has not uncovered a verifiable point of origin.

However, it did uncover some unexpected surprises.

So, fasten your seat belts, and let’s dig into the data, aka, “bringing the receipts.”

According to the latest available annual figures from the U.S. Bureau of Labor Statistics, labor force participation among Americans 65 and older increased from 11.9% in 1998 to 19.1% in 2025.

THAT IS AN INCREASE OF MORE THAN 60%!

These percentages are not static. While participation fluctuates from year to year, the long-term increase demonstrates just how significantly a multigenerational workforce continues to grow.

For generations, age 65 was widely viewed as the traditional retirement milestone. Today, more Americans are remaining in or returning to the workforce beyond that age, for a variety of reasons.

There is no general U.S. law requiring workers to retire at age 65. Limited exceptions include certain airline pilots (65), federal air traffic controllers (generally 56), and certain federal law enforcement officers and firefighters (generally 57).

Yet the same 10-15 year idea from decades ago continues to circulate, as if the workforce has stood still since 1998.

❓ Why has an idea that is neither a law nor a verified, evidence-based standard been allowed to exert so much influence over how job seekers present their work histories?

❓ Why should job seekers with more than 15 years of work experience face the burden of deciding which parts of their employment history to omit or condense, while applicants with shorter careers face no comparable dilemma?

❓ How is that idea fair across today's multigenerational workforce that extends beyond age 65?

❓ If the idea applies to EVERYONE, why is the burden NOT shared EQUALLY?

❓ What empirical evidence supports the continued promotion of this decades-old idea?

My research has uncovered publications from professional associations, career experts, and employment organizations spanning decades.

For more detailed information, please go to my corresponding in-depth researh publication, including original sources, available now on my website blog at LINDA KIRK ADVOCACY at LINDAKIRKDOTCOM. A link is provided in the comments.

Please feel free to share your thoughts below.

𝗡𝗢 𝗣𝗔𝗬𝗪𝗔𝗟𝗟.
𝗔𝗨𝗧𝗛𝗘𝗡𝗧𝗜𝗖 𝗖𝗢𝗡𝗧𝗘𝗡𝗧.
𝗡𝗢 𝗘𝗠𝗔𝗜𝗟/𝗦𝗨𝗕𝗦𝗖𝗥𝗜𝗣𝗧𝗜𝗢𝗡 𝗡𝗘𝗖𝗘𝗦𝗦𝗔𝗥𝗬.
𝗔𝗟𝗪𝗔𝗬𝗦 𝗙𝗥𝗘𝗘 𝗧𝗢 𝗥𝗘𝗔𝗗, 𝗪𝗔𝗧𝗖𝗛 𝗔𝗡𝗗 𝗟𝗜𝗦𝗧𝗘𝗡.

#AARP #CDI #JobSeekers #LindaKirkAdvocacy #MultigenerationalWorkforce #NRWA #Resumes #SHRM