What is Ageism?
How would you feel if a colleague told you that you were too old to participate in an activity?
You might think to yourself, “My age does not define my ability.”
Well, if this is the first thought that comes to your mind, then you are correct!
Collaboration across different generations offers more diversity in project ideas and problem-solving.
Learn more about why representation is important within your company
What is Ageism?
Ageism is the practice of harboring biases based on age by perpetuating damaging clichés about their worth.
This form of discrimination presents an ironic conundrum: the fact is that everyone will eventually grow old. By reinforcing age discrimination, we are setting our future selves up for failure.
Though ageism has the potential to touch both young and old people, its impact is especially pronounced among older individuals in professional settings, often marginalizing senior members of society.
Statistics on Age Discrimination
The American Association of Retired Persons (AARP) surveyed 3,900 people regarding age discrimination in the workplace. Participants (age 45+) were either employed or looking for work at the time of the survey.
25% received negative comments about their age
60% witnessed or experienced age discrimination
76% said age discrimination is a barrier to new employment opportunities
2% felt they were not chosen for a promotion due to their age
7% stated that they were let go due to their age
The Consequences of Ageism
Missed Experience
More often than not, older employees have worked for a longer period of time than younger employees. They are more skillful as they have had decades of experience in their field.
Additionally, older employees may have a higher degree of education than younger employees. When businesses reject employees that are over the age of 40, they miss out on this valuable experience.
Decline in Productivity
If an older employee feels that they are not welcome, their productivity will decline. They may isolate themselves, making communication with colleagues and supervisors difficult. The quality of assignments and the speed with which they are submitted will lessen.
Total Loss
Some older employees that feel unwelcome or ridiculed due to their age are subject to quit or retire. This is particularly unfortunate if the employee has been with the company for multiple years. Long-term employees have a unique understanding of their work environment that cannot be replaced overnight.
Legal Liability
Age discrimination is a violation of federal law. Potential and current employees may sue a business that discriminates against them based on their age. A lawsuit of any kind may damage a company’s reputation, warding off potential employees.
Mental Health Crisis
Ageism can negatively impact the mental health of older employees. They may feel as though they are not worthy, unappreciated, misunderstood and so forth. This may lead to withdrawal from professional and social settings due to depression and/or anxiety.
The Age Discrimination in Employment Act of 1967
According to the Age Discrimination in Employment Act of 1967, it is unlawful to discriminate against individuals who are age 40 or older. The act does not shelter individuals under the age of 40.
In compliance with the act, it is unlawful for employers...
to fail or refuse to hire or to discharge any individual or otherwise discriminate against any individual with respect to compensation, terms, conditions, or privileges of employment, because of such individual's age;
to limit, segregate, or classify employees in any way which would deprive or tend to deprive any individual of employment opportunities or otherwise adversely affect their status as an employee, because of such individual's age; or
to reduce the wage rate of any employee in order to comply with this chapter.
What Does Ageism Look Like in the Workplace?
Underappreciation
As aforementioned, older employees are often overlooked with regard to raises and promotions. Generally speaking, these decisions are based on an individual’s performance. However, it is not unusual for a company to primarily offer younger employees raises and promotions.
Microaggressions
Older employees may experience microaggressions. For example, colleagues may comment on their health (e.g., mobility) or their competence (e.g., technology). These comments are rooted in the stereotypical beliefs that older people are in poor health or that they cannot understand today’s technology.
Poor Task Assignment
Demanding tasks are delegated to younger employees based on the assumption that older employees cannot rise to the challenge. Whereas monotonous tasks are given to older employees.
Overt Exclusion
Older employees may not be included in meetings, activities, luncheons or other company events. When present at such gatherings, they may be ignored entirely.
Harmful Assumptions
It is assumed that older employees require less “family time” as they do not have young children to care for. In reality, older employees may be responsible for their children, grandchildren, parents and/or spouse.
Limited Educational Opportunities
Educational opportunities may not be offered to older employees. For example, a younger employee may receive reimbursement for the cost of their Master’s Degree so that they may advance within the company.
How to Combat Ageism at Work
Reject Stereotypes
It is crucial to refute stereotypes that maintain negative perceptions of older employees. If you and a colleague are having a conversation and they say something ageist, hold them accountable. Ask why they hold that belief and inform them about the dangers of ageism.
Attend Courses and Workshops
Registering for a course or workshop that advocates against age discrimination in the workplace may further your understanding of the issue.
Create an Employee Resource Group
An Employee Resource Group (ERG) is an excellent space for employees to gather and discuss relevant issues and successes. Your company may have an ERG for employees of color, employees with disabilities or employees in the LGBTQ+ community. Is there an ERG for aging employees? If not, you are allowed to create such a group that will cater to the needs of older employees.
Be Compassionate
Despite their age, older employees are no different than younger employees. They have families and pets to care for, they enjoy vacations, they possess unique talents and they are funny and engaging. Most importantly, they are human. Take the time to interact with older employees throughout the day. Invite them to lunch or to the breakroom for a coffee. You may be surprised at how much you have in common!
