Bias is very real. In my 40s, I was on the books of large recruitment firm. My contact there admitted to me that while getting women in their 40s hired did not present a problem, convincing employers to take on women over 50 was 'nearly impossible'. I'm 54 now, and have only succeeded in securing my last two jobs through word of mouth. From my experience, 'overcom(ing) the potential downfalls of ageism in the workforce' through having a mentor, networking and other techniques is like taking on another full-time job. You're experienced, you're capable - and now you have to prove it all over again. It's frustrating and demoralising. We need change at the structural and systemic level. For example, blind hiring software can exclude applicant names, age, background, educational institution and gender from the selection process, so that a diversity of candidates are selected. This still doesn't stop bias at interview stage, but at least 'invisible' candidates get a place at the table. Other selection processes - such as skills tests - can further help remove bias. Change can only really occur, however, when there is a firm commitment at leadership level to diversity in hiring.