Gary Bremermann

Yeah.

Yeah.

So one of the biggest challenges and frustrations that I have as a recruiter is discrimination. And it's discrimination of all kinds. So age, sex, race, anything that can be discriminated for or against plays into the recruitment process. And the legal regulations around discrimination are looser than they are in my home country of the United States.

So one of the biggest challenges and frustrations that I have as a recruiter is discrimination. And it's discrimination of all kinds. So age, sex, race, anything that can be discriminated for or against plays into the recruitment process. And the legal regulations around discrimination are looser than they are in my home country of the United States.

So I mentioned I had my own company in the US and I was very aware of what I could and couldn't do in a job description or in an interview or even considering who I would hire and how I would structure the role. There's more flexibility here and there's more openness about discrimination, and particularly so with ageism. And ageism is a very tough, very complicated, very difficult topic.

So I mentioned I had my own company in the US and I was very aware of what I could and couldn't do in a job description or in an interview or even considering who I would hire and how I would structure the role. There's more flexibility here and there's more openness about discrimination, and particularly so with ageism. And ageism is a very tough, very complicated, very difficult topic.

But as I'm aging, I'm now in a zone where people are discriminated against based on their age. People are being forced into retirement at too early of an age. At the same time, the working population is shrinking. So the labor practices aren't adapting as quickly as the population is aging. And so I get a lot of people who will come to me in their 50s who are facing forced retirement at 60.

But as I'm aging, I'm now in a zone where people are discriminated against based on their age. People are being forced into retirement at too early of an age. At the same time, the working population is shrinking. So the labor practices aren't adapting as quickly as the population is aging. And so I get a lot of people who will come to me in their 50s who are facing forced retirement at 60.

And saying, Gary, I have a lot left in me. I want to be productive. I want to keep working at a high level and get rewarded for it. But a lot of companies have policies that when you turn 60, you can stay at the company as a contractor at 30 to 40% of what you were previously paid. Even though you have 30 years of experience and you're wise and you have a lot to offer.

And saying, Gary, I have a lot left in me. I want to be productive. I want to keep working at a high level and get rewarded for it. But a lot of companies have policies that when you turn 60, you can stay at the company as a contractor at 30 to 40% of what you were previously paid. Even though you have 30 years of experience and you're wise and you have a lot to offer.

So ageism is a topic that's going to be more and more prominent in the next from now on. Yep. And it's not going to go away. And there's some interesting thought leaders on that topic. But I have a front row seat on discrimination every day. And I have to say, not to blow my horn or pat myself on the back, but I do push back on my clients.

So ageism is a topic that's going to be more and more prominent in the next from now on. Yep. And it's not going to go away. And there's some interesting thought leaders on that topic. But I have a front row seat on discrimination every day. And I have to say, not to blow my horn or pat myself on the back, but I do push back on my clients.

And I have walked away from clients that are discriminatory at the very roots of how they operate their HR function. And there are things that, for example, asking about current salary or salary history, it's illegal in 25 states in the United States and in the EU. And it's a very common practice here that when someone applies for the job, the question is, how much are you making now?

And I have walked away from clients that are discriminatory at the very roots of how they operate their HR function. And there are things that, for example, asking about current salary or salary history, it's illegal in 25 states in the United States and in the EU. And it's a very common practice here that when someone applies for the job, the question is, how much are you making now?

And it's not illegal, but it's discriminatory. So academic studies have shown that it's discriminatory in the U.S., particularly against women and people of color who may have started out at a low salary, and that follows them throughout their careers. So it's become an issue and we're not yet there in Japan in terms of changes happening. But ageism in particular is a real tough one.

And it's not illegal, but it's discriminatory. So academic studies have shown that it's discriminatory in the U.S., particularly against women and people of color who may have started out at a low salary, and that follows them throughout their careers. So it's become an issue and we're not yet there in Japan in terms of changes happening. But ageism in particular is a real tough one.

Thanks for having me, Vance. It's a pleasure to be here.

Thanks for having me, Vance. It's a pleasure to be here.

All right. Thank you. I guess we'll start with where I'm at now. So I'm currently residing in Tokyo. I've been here for 25 years and I'm a recruiter and a career coach. And I've been recruiting for 23 years and I've been career coaching for a decade. And I didn't find my calling in life until my mid-30s. So I've been, this is my calling.

All right. Thank you. I guess we'll start with where I'm at now. So I'm currently residing in Tokyo. I've been here for 25 years and I'm a recruiter and a career coach. And I've been recruiting for 23 years and I've been career coaching for a decade. And I didn't find my calling in life until my mid-30s. So I've been, this is my calling.