As many organizations continue to struggle with leadership at many levels, so-called leaders do lack courage to do what is right. They stick to the status quo and refuse to change. Avoiding hiring of seasoned professionals because of age, salary requirements or benefit compensation simply shows lack of character. The good news, as I prefer to believe is that leadership is changing. Slow as it may be. While it is in my opinion, important for leadership to allow today’s' youth an opportunity and seat at the table, there is also a need to exhibit innovation in the recruitment process. Organizations that want to prosper must exhibit courage, leaders should hire likeminded individuals ready to jump-in and take the organization to new heights. These are the experienced, managers who have been there and experienced all aspects of the industry. While its important to train people to think like CEO's, why not hire those comfortable with a P&L or balance sheet. Growth might happen sooner and profitability accelerated. Organizations can grow quicker by taking advatage of weaker competition, when they have experience working for them. Unfortunately, I see a slow recovery in good paying positions, as leaders struggle to identify what the future holds. I 'm bullish on the future and planning for the business of tomorrow, hopefully more leaders will accept change.

There is an obvious age bias, so what do YOU do to diffuse it. 

Dye the Grey, get updated with technology, and out-produce the youngish. I was told by a dear friend that I need to be the 40-something in the employer's eyes.

For some employers even 40+ is too old, let alone 50+. By employers, I mean their HR and sometimes the management and HR don't even see it eye to eye with regard to employees' age.

That is why I've been a "consultant" for the last few years. And even then it's tough to convince some clients older than me and in my own age group to hire me, even though I have great connections and experience that could help them avoid the obvious mistakes and pitfalls I know they will probably make with a young inexperienced kid.

Young and inexperienced employees are cheaper and more manageable. Employers also think they can treat them as they wish, often disrespectfully. With older employees they have to be more careful and It's harder for them as they can't boss them around. If they respected each of their employees, age would no longer be such an issue. 
HR departments also believe that people of the age group 50+ can't use more advanced and sophisticated applications, and also they are not fit enough to work long hours. 
You might be at least considered for highly specialized managerial positions, though.

Most of what employers think about older employees is untrue by the statistical facts. 
They only seek something for the next 10 to 15 years, but how long will the young in commit as they seek advancement and increased experienced?

If turned 40 you stop being eligible for a new job. I've soon noticed that I don't stand a chance with big HR departments of big companies, so I started looking elsewhere. 
 

HR departments don't see it this way. And if you are 50+ and a woman, you are doomed. Very discriminatory! 
Some big companies have finally started seeing teams of people of various age groups as a big plus, as they have experienced employees training and guide the young ones, who dare to take risks and are full of energy; but they need someone to guard them and steer them through rough waters.

There is a lot to given reasons as to why seasoned hoteliers (male or female) are discriminated against. But what I see and experience is the ego factor that 45 year olds in senior roles are uncomfortable with experienced hoteliers with the young and competency level that is beyond theirs. 

It takes a boss with self confidence and understanding as to overcome the management weaknesses that are currently in play today. Most of the decisions processes are influenced by HR Directors who have learnt their skills by working the regulations but have no understanding of management skills except what they have learnt in theory!