How to Combat Ageism in the Workplace

Ageism at work is a common issue that can seriously affect any organizational culture. While it isn’t often discussed, age discrimination in the workplace is more common than you may think. According to the World Health Organisation (WHO), Ageism refers to “the stereotypes (how we think), prejudice (how we feel) and discriminate (how we act) towards others or oneself based on age.”

Despite its prevalence, ageism is counted among the unmentioned or, say, the least-discussed topic in the workplace. Although it is against the law to discriminate based on age, it’s pervasive and institutionalized.

Examples of ageism in the workplace

To make it easier to spot, here are some common examples of ageism that many employees—face in their careers:

Biased hiring process

Ageism often starts at the very beginning of the employment process. Some employers may overlook older candidates based on the assumption that they are less adaptable or willing to learn new skills. 

Example: An applicant in their 40s or 50s is turned down for a job, implying they are ‘overqualified’ or might not fit in with the younger team dynamics.

Stereotypes about technological skills

One of the most common forms of ageism is the assumption that older employees aren’t tech-savvy or open to learning new technologies. These stereotypes can lead to exclusion from essential projects, training, or professional development opportunities.

Example: An older employee is not invited to a tech-based seminar with the assumption that they wouldn’t be interested or able to keep up. Meanwhile, the younger colleagues are encouraged to attend and advance their skills.

Being passed over for promotion

In many cases, younger employees may get passed over for promotions despite having the qualifications and talent to move forward. Employers may wrongly assume older workers are more experienced and mature than younger employees.

Example: A highly skilled worker in his 20s is repeatedly overlooked for promotions in favour of older colleagues with more experience. The employer might suggest it’s about ‘experience and maturity, which are euphemisms for age discrimination.

Excluding from activities or social events

Another subtle but hurtful form of age discrimination can occur in social settings. Older employees may be excluded from team-building activities or social gatherings because they are seen as being ‘too old’ to participate or connect with younger staff.

Example: An older employee is consistently left out of  from work gatherings or isn’t invited to team lunch and dinner, with the assumption that they wouldn’t enjoy it or wouldn’t fit in with the younger crowd.

Going through sudden layoffs

Layoff scenarios, when employers target a set of employees with a specific age bracket, can signify ageism in the workplace. For example, employers can list out employees who are between 40 and 50, without giving any specific reason.

Impact of age discrimination on employees

The impact of age ageism goes beyond missed promotions or insensitive jokes. It can lead to serious emotional and mental health struggles. Employees who face ageism often report higher levels of stress, anxiety, and depression, as they feel less valued and appreciated. Excessive exposure to such bias can lead to burnout and reduced job satisfaction. Some employees may even decide to leave their jobs prematurely. Moreover, ageism can stifle career growth, leaving you in stagnant roles without the opportunity to advance or develop new skills. For some, it may also lead to financial instability if they have to leave work or miss out on a promotion that would have increased their earnings.

Tips to tackle ageism at workplace

Here are a few tips leaders can follow, to tackle ageism at workplace:

Assess your hiring and recruiting practices

Put checks and balances in place in the hiring process to ensure candidates aren’t eliminated due to bias. Utilize standardized, objective questions in the evaluation process and have multiple people on different teams involved in the interviews to avoid preconceived opinions from dominating. Also, don’t assume that only senior candidates command a high salary. Even the younger talent can deserve a better salary, as per their talent.

Use performance review templates

There are many customizable performance review templates that leaders can use according to the organizational needs. The customizable templates will allow leaders to gain accurate and actionable insights into each employee’s performance.

Eliminate biases through continuous feedback

Another essential feature that can help create an age bias-free workplace is offering continuous feedback. The diverse perspectives different employees provide will help leaders conduct fair and accurate performance reviews.

Promote mixed-age mentorship

Mixed-age mentorship is an excellent way to create a safe space for shared learning while fighting age bias.

Foster a culture based on team members learning from one another. Find different ways to enhance knowledge and training among employees! A culture of education helps foster empathy and fight against prejudice by dispelling misconceptions and addressing real stereotypes. 

Moreover, with a formal knowledge management process, your organization is less likely to lose valuable experience. It will help you keep the talented resources happy and satisfied.

Similarly, plan events and activities around topics that everyone can relate to. Bringing team members together around pets, favorite foods, favorite holidays, etc., is a great way to facilitate team bonding.

Provide opportunities for growth regardless of age

Numerous growth opportunities should be rooted in any healthy company culture. Ensuring team members have multiple pathways to upward success, regardless of age or company status, is essential to retain talented employees and promote creativity. 

Make sure that the opportunities are diverse and abundant; you want your employees to know that growth is possible at every level.

Put policies in place – and enforce them

It’s not enough to assume that your employees will understand not to discriminate based on age. You need clearly defined policies in place that your company will not tolerate unfair treatment based on age.

Although it’s a great start, simply creating a policy isn’t enough. Leaders and the HR team must consistently enforce it. Through policy and action, all employees must understand that age harassment and discrimination-age-related teasing, jokes, exclusion from projects and jobs, and more – are just as serious as other types of harassment and discrimination.

Remember, ageism in the workplace is bad for business. Not only can it cause legal risk, but you also can miss out on a large talent pool of highly qualified, experienced, and engaged workers. You can also miss out on the major contributions that older employees can make to your organization.

In brief

Ageism in the workplace is a significant issue that affects many employees. However, by implementing age-inclusive policies and promoting age diversity, organizations can create a more inclusive and productive workplace culture that benefits all employees. Leaders must recognize and address ageism in the workplace to ensure that all employees are valued and treated with respect and dignity.