And, again, ageism is so easy to hide behind excuses like we don't get many applicants (because the applicants know what their chances are, and don't apply*), not suited to our current demography etc etc. And then, as you say, people get around it by getting established early and stop looking to move on and be promoted by merit (this despite the Christian church's arguably most visible roles almost always being held by people well up in experience - and men of course)Indeed great shocking stuff, but oh so frustrating. ---- I know a little about this on the age discrimination side. A pastor in my denomination had best be set to stay where he is located when he turns 50 because unless you are a "star" no one is really interested. On the female side even finding one church of any respectable size to look at a female lead pastor is very rare.
*at a recent meeting I asked if someone had to declare she was ASD on job applications. I was told no, but that she can't be discriminated against, so she should and seek the support needed.
I've been on many interview panels over the years. It's very easy to dock a point here and there and it never be looked into, let alone proven. I don't believe it wouldn't harm her chances - despite her being very, very suited to the careers she is interested in, being very caring and empathetic and patient - and will be advising her not to say anything on applications.)