Ageism in the Workplace: Challenges and Solutions

How Age Discrimination Affects Experienced Workers and What Businesses Can Do to Create a More Inclusive Environment

Ageism, or discrimination based on age, remains a prevalent problem in the workplace. It impacts workers across all age groups, yet it is particularly detrimental to older adults pursuing employment or career progression. This form of bias restricts the capabilities of a skilled workforce and fosters a hostile work atmosphere.

This blog post will explore a few challenges of ageism in the workplace, including stereotypes and misconceptions about older workers, how it affects individuals and businesses, and legal protections in place. We'll also discuss what companies can do to create a more age-inclusive work environment that fosters the talents and contributions of all employees, regardless of age.

A photo of a multi-generational workplace team working collaboratively in a modern office setting. Team members of various ages from different ethnicities are engaged in a meeting, looking at a laptop and smiling.

Creating an age-inclusive workplace that values diversity and fosters a positive work environment for employees of all ages leads to greater employee satisfaction and improved proficiency.

Experiencing Ageism in the Workplace.

I was significantly older than my colleagues in my last job before retiring. One of the young men assigned to train me seemed to have a problem with my age and treated me poorly. He once even berated me and laughed about it. After this incident, I decided to bring the matter to the management. It turned out that the shift manager was already aware of the incident, as someone had overheard it. The company had a strict policy against employee abuse and as a result, he was terminated from his job.

Not all older adults are fortunate enough to work for a company that effectively addresses their concerns as mine did. The excuse he provided to management was he did not believe it sufficient to justify termination.

The Scope of Ageism in Today's Workplace

Ageism can manifest in various ways, from subtle biases in hiring practices to open discrimination during promotions or layoffs. Here are some of the common examples:

Stereotypes about older workers: Older workers are often stereotyped as change-resistant, lacking technical skills, or less productive. These stereotypes are simply not true. AARP research shows that experienced workers are more apt to stay with a company, have strong work ethic, and bring valuable loyalty and institutional knowledge.

Hiring bias: Age bias can infiltrate every stage of the hiring process. Job descriptions might contain ageist language, recruiters could favor younger candidates, and resumes showcasing extensive experience may be disregarded.

Promotion barriers: Older workers may be passed over for promotions due to age bias, even if they have the necessary qualifications and experience.

Layoff targeting: During workforce downsizing or restructuring, older workers are sometimes disproportionately targeted for layoffs, even if their performance is strong.

At the last place I worked before retiring, although the desired speed was sometimes beyond my reach, my skill set enabled me to compensate effectively. So, while I was not the fastest, I made up for it with organization, reliability, and the capacity to train fellow employees.

The Impact of Ageism

Ageism hurts both individuals and businesses.

For workers: Age discrimination can lead to unemployment, underemployment, and lower wages. It can also cause stress, anxiety, and a loss of self-confidence.
For businesses: Ageism limits the talent pool, leading to difficulties in finding qualified workers. It can also damage a company's reputation and lead to lawsuits.

AARP reports that nearly two-thirds of workers over 40 say they've witnessed or experienced age discrimination. https://www.axios.com/pro/tech-policy/2024/02/22/government-companies-try-to-tackle-ai-bias-in-employment.

The AARP and the Economist Intelligence Unit released a report revealing that age discrimination against individuals aged 50 and above resulted in a massive $850 billion loss to the U.S. economy in 2018. Let's delve into the key findings:

Contribution to GDP:

In the year 2018, individuals aged 50 and above accounted for a significant 40 percent of the Gross Domestic Product (GDP) of the United States. This noteworthy contribution was largely due to the creation of 88.6 million jobs, which in turn led to the generation of $5.7 trillion in wages and salaries, encompassing both direct and indirect effects on the economy.

Missed Potential:

However, if older workers had been able to remain in or reenter the labor force, switch jobs, or receive internal promotions, they could have contributed an additional $850 billion to the GDP. Eliminating age bias in 2018 would have increased the 50-plus cohort's contribution to the GDP from $8.3 trillion to $9.2 trillion.

Future Impact:

The study further anticipates that in a scenario where age discrimination is eliminated from the economy, the older demographic could enhance their economic impact by an additional $3.9 trillion by the year 2050, leading to an overall contribution of $32.1 trillion to the Gross Domestic Product (GDP).

Benefits of Age Diversity:

Older workers are highly engaged, exhibit low turnover rates, and often serve as valuable mentors. Employers who embrace age diversity have the opportunity to gain a competitive advantage.This groundbreaking report emphasizes the cost of discriminating against older workers and highlights the need for policies that combat age bias in the workplace.

Recently, the U.S. House of Representatives approved the bipartisan legislation known as the "Protecting Older Workers Against Discrimination Act" (POWADA), which aims to address age discrimination and restore protections for workers aged 40 and over.By 2050, the losses due to age discrimination could reach an astonishing $3.9 trillion. It is crucial to acknowledge the value that older workers bring to our economy and establish an inclusive environment that enables them to thrive.

Legal Protections Against Age Discrimination

The Age Discrimination in Employment Act (ADEA) protects workers aged 40 and over from discrimination in hiring, firing, promotions, benefits, and other aspects of employment. If you believe you have been discriminated against based on age, you can file a charge with the Equal Employment Opportunity Commission (EEOC).While ADEA offers legal protection, it's important to remember that prevention is always better than cure. Here's what companies can do to create a more age-inclusive workplace:

Building an Age-Inclusive Workplace

Develop clear anti-discrimination policies: Age discrimination is strictly prohibited in our organization. To protect all employees, age will be included in our anti-discrimination policy, reinforcing our commitment to an inclusive workplace where everyone is treated with respect and fairness.

Diversity and inclusion training: Educate managers and employees about ageism and its effects. Training can help to dispel stereotypes and raise awareness about the value of a multi-generational workforce.

Review your hiring practices: Conduct a thorough review of your job descriptions and recruitment procedures to eliminate any potential age-related biases. Emphasize the essential skills and relevant experience necessary for the position, ensuring that age does not play a role in the evaluation of candidates.

Promote workplace flexibility:

Many older workers are interested in continuing to work but may ...need flexible work arrangements to accommodate caregiving responsibilities, health needs, or a desire for a better work-life balance.

Offering flexible work options, such as remote work, compressed workweeks, or flexible start and end times, can be a win-win for employers and employees. It allows experienced workers to continue contributing their skills and knowledge while meeting their personal needs.

Invest in skills development: Recognize that skills, not age, determine an employee's value. Provide ongoing training and development opportunities for all employees, regardless of age. This helps workers stay up-to-date on industry trends and keeps their skills relevant.

Promote mentorship programs: Create opportunities for knowledge transfer between generations. Matching experienced workers with younger employees in mentorship programs can foster collaboration and learning.

Recognize and value experience: Experience is a valuable asset. Recognize the contributions of older workers and leverage their institutional knowledge to guide decision-making and innovation.

Celebrate a multi-generational workplace: Create a company culture that values diversity and appreciates the unique contributions of all employees, regardless of age.

Conclusion

Ageism is a serious issue in the workplace, but it's not insurmountable. By taking proactive steps to create a more age-inclusive environment, businesses can tap into the talent and experience of a valuable workforce demographic. An age-diverse workplace fosters creativity, innovation, and a strong work ethic, ultimately benefiting employers and employees.

Remember, age is just a number. Experience is a valuable asset. Let's work together to create workplaces that value and empower all employees, regardless of age.

Additional Resources:

Equal Employment Opportunity Commission (EEOC): https://www.eeoc.gov/ AARP: https://www.aarp.org/ Society for Human Resource Management (SHRM): https://www.shrm.org/

https://hbr.org/2022/03/i-was-a-manager-in-an-ageist-workplace

https://www.indeed.com/hire/c/info/ageism-in-the-workplace

https://www.aihr.com/blog/examples-of-ageism

https://www.eeoc.gov/age-discrimination

https://www.helpguide.org/articles/aging-issues/ageism-and-age-discrimination.htm

Remember, age is just a number. Experience is a valuable asset. Let's work together to create workplaces that value and empower all employees, regardless of age.