Am I being discriminated against?

Dakta

Whilst I'm not sure about this case in particular, sometimes roles are created for candidates and the advertisement of the role is just to meet policy. Meaning people who feel they are suitable candidates literally have no chance. Can be reasons for this, and actually some of them can be quite good but most people will never know.

I wouldn't take it too personally. Just try to be the best you can be, do a bit extra and look for the next opportunity. You can't force good fortune to grow but you can sow seeds for it.

Barny1979

You could ask to see the shortlisting matrices if they have one, to see how "lesser" staff scored against you.

JamoLew

The "best" approach would be to take it on the chin and raise it with a manager/HR in a logical/calm manner.

Bring up the advert/job/interview, state you thought you would have been suitable for the role and ask for advice and guidance that would enable you to better yourself and make you more suitable in the future.
Do you have an annual review/regular reviews ? Great opportunity to raise it there

Going in all guns blazing shouting discrimination probably isn't the wisest approach

Undervalued

Barny1979 said:

You could ask to see the shortlisting matrices if they have one, to see how "lesser" staff scored against you.

Which the OP has no right at all to see!
The can make a SAR for information the company holds about them but any information about other staff should be redacted!

oh_really

Don't bring the situation up with anyone, it is what it is and attempting to challenge it is unlikely to be fruitful. A decision has been taken which disregards you, stew on it, accept it or look to move on.

I agree with others, you appear to exude a sense of something which no doubt colleagues/ management pick up on. If it were me, I'd look inwards while looking to move on.

Marcon

Anamox said:

Me: a young professional that has, through determination, made it far in my career for my age. I am in my mid-20s whereas my youngest colleagues are mid-30s but average 55+. 

My job: I’ve been there for 3 years and have an impeccable record on performance, attendance and safety. I’m not an a**licker and professionally challenge authority if they are in the wrong. I’m not anti-company like some of my colleagues and am happy at work. I have a high level of competency in all of our operations. The role was a step down for me in responsibility having had a far more challenging role before. The job is a new technology so almost all are inexperienced with it and are taught it on the job having come from the “next best industries”, I have been doing it since I left school and am the only one with it as my background (academic and practical). 

What would your take be if you were in this situation? I’m already losing sleep over it worrying that the employer I love isn’t as good as they seem. I’m going to struggle challenging why I wasn’t personally urged to apply when the management are my friends and we think of each other highly - especially as they have been open to me before with their professional dislike of some of the people which have been successful in getting through to interview. 

Reading the above gives a pretty clear indication of why you weren't selected, as you clearly feel you were 'entitled' to be. 'I’m not an a**licker and professionally challenge authority if they are in the wrong' speaks volumes - most people would say they challenge when they think someone is in the wrong.

People do love to bandy the word 'discrimination' about. It only comes into play where the discrimination is based on a protected characteristic and is therefore unlawful. In your case, you come over as a young, somewhat arrogant and fairly junior cog in the wheel who is keen to see themself as much more senior than is really the case. Phrases like 'the employer I love' and 'management are my friends' are typical of someone who still has a great deal to learn about the workings of business. 

As for 'I’m going to struggle challenging why I wasn’t personally urged to apply...', I think you'll find you struggle a great deal more with the answer! It may well be dressed up along the lines of you are so valuable in your current role (?why did you take what you describe as a 'step down'?) blah, blah but the reality is they would have told you that in advance of the selection process if they were so keen to ensure your ego wasn't dented, which is all that seems to have happened here. Maybe they are tired of someone who they see as too big for their own boots?

KatrinaWaves

It’s very simple. They don’t think you’re as good as you think you are.
You think far more highly of yourself and your work and academic history than they do.
You are not the person hiring, therefore they do not want you in the role. You seem to have a very in depth knowledge of everyone else’s history, experience and disciplinary record somehow, so perhaps stop being so obsessed with what everyone else is doing and concentrate on what you can do better. 

Kathy535

Leaving aside any potential for a mismatch in perceptions of your ability and how you’re regarded in the organisation, one way to approach the issue could be to ask for feedback on your application from the recruiting manager.  Rather than ask them why you didn’t get an interview flag that you applied and you’d welcome their thoughts on how you could improve next time.  Ideally you’d want this face to face so you can see their body language and you should steer the conversation to specifics and not settle for comments like ‘your application was fine, it’s just others were better’. 

For the future you might want to identify an in-company mentor who can advise on promotion opportunities and how to make the most of them.  They could also provide you with useful feedback on your performance and perceptions .

JamoLew

Kathy535 said:

Leaving aside any potential for a mismatch in perceptions of your ability and how you’re regarded in the organisation, one way to approach the issue could be to ask for feedback on your application from the recruiting manager.  Rather than ask them why you didn’t get an interview flag that you applied and you’d welcome their thoughts on how you could improve next time.  Ideally you’d want this face to face so you can see their body language and you should steer the conversation to specifics and not settle for comments like ‘your application was fine, it’s just others were better’. 

For the future you might want to identify an in-company mentor who can advise on promotion opportunities and how to make the most of them.  They could also provide you with useful feedback on your performance and perceptions .

The OP wasn't even invited to apply/aware there was a vacancy

Apologies - it appears they did apply.

My response at 11:45am stands 

KatrinaWaves

JamoLew said:

Kathy535 said:

Leaving aside any potential for a mismatch in perceptions of your ability and how you’re regarded in the organisation, one way to approach the issue could be to ask for feedback on your application from the recruiting manager.  Rather than ask them why you didn’t get an interview flag that you applied and you’d welcome their thoughts on how you could improve next time.  Ideally you’d want this face to face so you can see their body language and you should steer the conversation to specifics and not settle for comments like ‘your application was fine, it’s just others were better’. 

For the future you might want to identify an in-company mentor who can advise on promotion opportunities and how to make the most of them.  They could also provide you with useful feedback on your performance and perceptions .

The OP wasn't even invited to apply/aware there was a vacancy

They did apply, it’s in the massive first OP. You may have missed it amidst all the bits about how amazing they are for such a young person.