A recent age-discrimination lawsuit against a regional bank contains lessons for bankers and directors who could face dicey questions around succession planning.

Though age-discrimination complaints are not uncommon, the case brings attention to issues banks may confront more often given their graying workforce and the heightened importance of digital technology. In seeking out leaders with more modern skill sets, banks and their boards need to be mindful of how they talk about and approach the delicate matter of age, experts say. The case highlights the importance of certain best practices in the succession planning process.

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