What is Ageism?
Ageism means mistreating someone because of their age. It can affect both young people and older adults. Ageism is a type of discrimination, just like racism or sexism.
In the workplace, ageism usually refers to discriminating against older workers. Companies might think that older employees:
- Can’t learn new skills
- Aren’t as productive as younger workers
- Cost more in terms of salaries and benefits
- They will retire soon, so they aren’t worth investing in
These assumptions are often untrue stereotypes. Many studies show that older workers are just as capable as younger ones. They also tend to be more loyal and take fewer days off.
How Ageism Shows Up At Work
Ageism can pop up in sneaky ways throughout someone’s career. Here are some of the main areas where age discrimination happens on the job:
Hiring
Getting hired is one of the most challenging parts for older workers. Some companies flat-out don’t want to hire people over a certain age. They might think older employees will demand high salaries or retire soon after being hired.
Job postings sometimes use ageist language, such as “digital native” or “energetic go-getter.” These descriptions are meant to attract younger applicants and discourage older ones from applying.
Promotions
Older workers often get passed over for promotions. The company prefers to groom younger talent, whom it sees as the future. Older employees might be seen as too set to take on new roles.
Layoffs
When companies downsize, older workers are often the first to go. The company may target them for layoffs since their salaries tend to be higher. Older workers may be pushed out the door with “early retirement” offers.
Training Opportunities
Companies usually focus their training budgets on younger workers. They see more long-term value in teaching new skills to employees who will be around for decades. Older workers may be excluded from these growth opportunities.
Everyday Interactions
Ageism also manifests in the daily culture of many workplaces. Older employees often feel excluded from happy hours and social events geared toward younger staff. Co-workers or managers may make “harmless” jokes about age that hurt.
Why Ageism Exists
A few key factors drive ageism in the workplace. Understanding the causes can help fight this unfair practice.
Outdated Stereotypes
Many ageist ideas are based on old stereotypes rather than facts. Folks may think older people are forgetful, slow, grumpy, or stubborn. In reality, older workers have a range of personalities just like any other group.
Research busts a lot of these harmful myths about aging. Studies show that older employees are:
- Just as productive as younger workers
- Take fewer days off
- More loyal and less likely to quit
- Have better soft skills like empathy and conflict resolution
However, these false stereotypes persist in many companies. Challenging ageist assumptions with accurate data is critical.
Focus on New Technology
Many industries, incredibly tech, are biased toward the young. Companies want workers who grew up with computers and live on social media. They may think older employees can’t keep up with new tools.
But people of all ages learn new technologies for their jobs. Older workers aren’t inherently tech-adverse. Plus, many digital changes build on classic skills that experienced staff have mastered.
Discomfort With Mortality
For some, ageism may be a way to avoid facing mortality. Younger people don’t like to think about getting old and dying. Pushing away older co-workers is an unconscious way to avoid those fears.
Our youth-obsessed culture fuels these anxieties. We’re bombarded with anti-aging messages all the time. So, a wrinkled face in the office is an unwelcome reminder that we’re all getting older.
Fighting Ageism at Work
Many companies have a lot of work to do to tackle ageism. Here are some steps that employees and employers can take:
Know the Law
The Age Discrimination in Employment Act (ADEA) prohibits discrimination against workers 40 and older. This law covers hiring, firing, pay, promotions, and more. Many states have additional age protections, too.
Spotting illegal ageism can be tricky. Any unfair treatment based on age is wrong, even if it doesn’t break the law. Pushing back on subtler forms of ageism helps create a better culture for everyone.
Check Biased Language
Organizations should review all communications for ageist language. Job postings shouldn’t discourage older applicants with coded terms like “junior.” Lumping co-workers into generational stereotypes like “lazy Millennials” is also harmful.
Build Mixed-Age Teams
Studies show that age diversity makes teams more productive and innovative. Different generations bring unique skills that complement each other. For example, a boomer’s deep experience and a new grad’s digital savvy are potent combos.
Create Inclusion Initiatives
Many companies have diversity and inclusion programs. However, they often overlook age as a critical part of diversity. Expanding these efforts to include age makes workplaces more welcoming. Examples could be:
- Holding workshops to break down age stereotypes
- Spotlighting successful employees of all ages
- Adding age diversity metrics to annual reports
Provide Lifelong Learning
Companies should offer training to all age levels. Learning new skills is essential at every life stage, and older workers shouldn’t be left behind. Innovative companies see these experienced folks as valuable assets worth investing in.
Embrace Aging Consciously
We all need to rethink our views on aging. Getting older is a privilege that brings new strengths, not just decline. Honoring longevity and lived experience creates workplaces that work better for everyone. After all, we’ll all be the “old guy” someday if we’re lucky!
