Ageism in the workplace, is a widespread issue that affects employees of all ages, particularly older workers. It refers to prejudice, stereotypes, or unfair treatment of individuals based on their age. This bias can manifest in many ways, such as limiting career opportunities, making ageist comments, or assuming that someone cannot perform tasks due to their age. Understanding the meaning of ageism and recognizing its signs is crucial for creating a fair and inclusive workplace.
Ageism Definition
Ageism is defined as discrimination or prejudice against individuals based on their age. In the workplace, this can mean denying opportunities to older employees, assuming they cannot adapt to new technologies, or overlooking them for promotions. Conversely, younger employees may also experience discrimination if they are perceived as inexperienced or incapable of handling responsibility. This type of discrimination affects company culture, employee morale, and overall productivity.
Examples of Ageism in the Workplace
Ageism can take many forms in the workplace. It might be overt, such as directly refusing to hire someone because of their age, or subtle, like excluding older employees from training opportunities. Here are some real-world examples:
Interview Discrimination
Imagine a 55-year-old marketing professional applying for a managerial role. Despite having decades of relevant experience, they are told, “We’re looking for someone who brings youthful energy to the team.” This statement subtly implies that older applicants are not suitable, discouraging them from pursuing the position. Similarly, requiring applicants to input their birthdate on forms or asking how long they plan to work before retiring are forms of discrimination.
Promotion Bias
In some workplaces, younger employees are fast-tracked for promotions while older workers are overlooked. For example, a company might automatically assume that a younger employee is more adaptable to change, even if the older employee has demonstrated flexibility and a strong performance record. This unfair bias prevents older workers from advancing in their careers.
Dismissive Comments and Stereotypes
Ageist comments often appear as jokes but can significantly harm workplace culture. Phrases like, “You’re too young to understand this,” or “He’s too old to keep up with technology,” are dismissive and reinforce negative stereotypes. These remarks can damage confidence and contribute to a toxic work environment.
Exclusion from Training and Development
Older employees are sometimes excluded from training sessions because management assumes they are nearing retirement or unwilling to learn. For instance, a company rolling out a new software program may prioritize younger employees for training, leaving older workers without the necessary skills to stay competitive.
What is Everyday Ageism?
Everyday ageism involves subtle, routine actions that perpetuate age-based stereotypes. This form of discrimination often goes unnoticed because it seems harmless. For example, casually joking that an older coworker should retire soon or assuming a younger employee can’t handle leadership responsibilities are forms of everyday ageism. These attitudes, even when unintentional, contribute to a culture where employees feel undervalued based on their age.
Examples of Everyday Ageism
- Technology Bias: Assuming older employees can’t learn or adapt to new technology and excluding them from tech-based projects.
- Cultural References: Using pop culture references or slang in meetings that older employees may not understand, unintentionally alienating them.
- Health-Related Assumptions: Assuming older employees are more prone to illness or injury and therefore avoiding assigning them physically demanding tasks.
- Limited Growth Opportunities: Not offering older employees leadership training under the assumption they are nearing retirement.
- Workload Reduction: Reducing responsibilities for older employees without consulting them, assuming they want to slow down.
Young Age Discrimination Examples
Age discrimination isn’t limited to older workers. Younger employees also face biases. A recent graduate might be denied a managerial role because their supervisors assume they lack the maturity to lead. In meetings, a young professional’s ideas might be dismissed with comments like, “You’ll understand when you’re older,” which undermines their contributions. This kind of bias limits professional growth for younger employees and discourages innovation.
When I ran my company, I discovered that some of the best employees were over the age of 50. I hired five individuals in key positions, all of whom brought exceptional value to the business. Their work ethic was incomparable, and their extensive experience helped the company navigate challenges effectively. What impressed me most was how well they collaborated with younger employees. The older staff provided guidance and wisdom, while the younger team contributed fresh ideas and energy. Together, they created a balanced and productive work environment, proving that age diversity strengthens a team.
Common Ageist Behaviours in the Workplace
Ageist behaviours can sometimes be difficult to identify because they are embedded in company culture. Some common examples include:
- Assuming Older Workers Can’t Adapt: Managers might assume that older employees struggle with new technology without giving them a chance to learn.
- Disrespectful Humour: Joking about someone’s age, calling them “grandma” or “grandpa,” can feel harmless but is often offensive.
- Excluding Older Employees: Leaving older workers out of meetings or social events sends a message that they are not valued.
- Biased Performance Reviews: Older employees might receive lower ratings based on stereotypes rather than actual performance.
Age Shaming at Work
Age shaming involves ridiculing someone because of their age. This could include sarcastic comments like, “Are you sure you can handle this workload at your age?” or excluding older employees from fast-paced projects. Age shaming can severely damage self-esteem and lead to feelings of isolation at work.
Connection to Confirmation Bias in Decision Making
Ageism in the workplace can be reinforced by confirmation bias in decision-making, where managers may favour information that supports their preconceived notions about older or younger workers. For example, a manager who believes older employees can’t adapt to technology may overlook evidence to the contrary. Recognizing and addressing confirmation bias can help reduce age-related discrimination.
Cross-Culture Communication and Ageism
Effective cross-culture communication is vital for addressing ageism, as age perceptions can vary across cultures. Some cultures highly value seniority, while others prioritize youthful innovation. Understanding these dynamics can foster a more inclusive environment.
Intersectionality and Ageism
Let’s also expand on the idea that discrimination often doesn’t happen in isolation but is shaped by a combination of factors.
Ageism doesn’t affect everyone equally. The experience of age-based discrimination can be compounded by other forms of bias, such as sexism, racism or ableism. This concept, known as intersectionality, recognizes that individuals have multiple identities—like being an older woman of colour or a younger person with a disability—that can lead to more complex and nuanced experiences of discrimination.
For example, an older woman might face both ageist and sexist stereotypes, while a younger person of colour could experience both ageism and racism in the workplace. Understanding intersectionality is crucial to addressing all layers of discrimination and ensuring that all employees, regardless of their age or other identities, are treated fairly and given equal opportunities.
Creating Fair and Inclusive Workplaces
To combat ageism, employers must focus on creating fair and inclusive workplaces. This includes:
- Implementing bias-free recruitment processes
- Encouraging mentorship programs between older and younger employees
- Providing equal access to training and development opportunities
Nonverbal Communication and Ageism
Adaptors in nonverbal communication, such as body language and facial expressions, can unintentionally convey ageist attitudes. For example, sighing or looking disinterested when an older employee speaks may discourage their participation. Training employees on effective nonverbal communication can help prevent these subtle forms of discrimination.
What Should Employers Do to Fight Ageism?
Employers can take several proactive steps to reduce and prevent ageism in the workplace:
- Implement Anti-Ageism Policies: Create clear, written policies that prohibit age-based discrimination. These policies should be included in employee handbooks, training materials, and during onboarding processes.
- Foster a Culture of Inclusivity: Promote a work environment where employees of all ages are valued for their skills, experience, and contributions. Encourage open dialogue and collaboration across different age groups.
- Offer Training Programs: Conduct regular training on diversity and inclusion, including the harmful effects of ageism. Educate employees and management on how to recognize and challenge ageist stereotypes and behaviour.
- Ensure Equal Access to Opportunities: Make sure that all employees have equal opportunities for career development, training, promotions, and assignments, regardless of their age. Offer training sessions that are accessible to employees of all ages.
- Support Work-Life Balance: Provide flexible working arrangements that accommodate the diverse needs of employees, including those with caregiving responsibilities or other personal commitments that often affect older workers.
- Encourage Mentorship Programs: Set up mentorship programs that allow employees from different generations to share their experiences and knowledge. This can help bridge any generational divides and highlight the value of age diversity.
- Review Recruitment Practices: Avoid age-related questions during recruitment and focus on candidates’ qualifications and abilities rather than age. Use inclusive language in job postings to appeal to a wide range of candidates.
- Actively Address Complaints: Ensure there is a formal process in place for employees to report ageism. Address complaints promptly and with sensitivity to ensure employees feel supported.
- Avoid tokenism: True diversity is not about reaching quotas. Create real and meaningful changes which include setting authentic diversity goals which value both young and old employees for their skills. Hiring someone as a token can cause more harm than not hiring them at all.
Example of Age Discrimination
An example of age discrimination is when an employer rejects an older candidate for a job, despite having the necessary skills and experience, because the employer believes that the candidate will be “too old to fit in” or “not adaptable to new technologies.” A comment like, “We’re looking for someone who has more energy for the role,” or “We need someone who can keep up with the fast-paced environment,” can be a clear indication of age discrimination.
How Do You Deal with an Aging Employee?
Dealing with an aging employee requires a thoughtful and respectful approach. Here are several ways employers can manage aging employees effectively:
- Recognize Their Value: Aging employees bring years of experience, knowledge, and expertise to the workplace. Acknowledge and celebrate their contributions, while helping them feel valued and respected.
- Offer Flexible Work Options: Aging employees may face health challenges or family responsibilities that require more flexible working arrangements. Offering options like part-time work, remote work, or flexible hours can help them remain productive and engaged.
- Encourage Ongoing Learning: Help aging employees stay competitive by offering opportunities for skills development and continuous learning. This can involve training on new technologies, leadership programs, or even cross-training in other areas of the business.
- Provide Opportunities for Mentorship: Encourage aging employees to mentor younger colleagues, sharing their knowledge and experience. This not only benefits the younger generation but also helps aging employees stay engaged and feel appreciated.
- Adapt Roles as Needed: If an aging employee is experiencing physical limitations, work with them to adapt their role to better suit their needs. This could involve modifying their workspace, reducing the physical demands of the job, or changing their responsibilities.
- Avoid Assumptions: Do not assume that an aging employee wants to retire or reduce their responsibilities. Discuss their future goals with them to ensure they are being supported in their career trajectory.
- Encourage Health and Wellness: Offer programs that support the physical and mental well-being of aging employees, such as gym memberships, health screenings, or mental health support. This demonstrates care and helps employees maintain their productivity.
By taking these steps, employers can create an environment where aging employees feel valued, supported, and motivated to continue contributing to the success of the company.
Final Words
Ageism in the workplace is a multifaceted issue that can harm employees and businesses alike. By recognizing the signs of discrimination and addressing biases like confirmation bias, companies can create more inclusive environments. Valuing employees for their soft and hard skills and experience—regardless of age or any other factor—leads to stronger, more innovative teams. Age diversity, as I experienced in my own company, brings balance, insight, and success when all generations collaborate effectively.
