Ageism, or discrimination based on age, is an issue in today’s workforce, affecting both younger and older workers. It often manifests in subtle, overlooked ways and is embedded in organizational culture, hiring practices, and even communication styles. While age bias tends to be most visible toward older employees, it is equally harmful when applied to younger professionals. As the workforce becomes more multigenerational, companies should rethink how they approach age-related stereotypes and bias to foster a truly inclusive environment.
The Scope of Ageism
Ageism affects people of all career stages. Many still associate it with older workers, assuming that they lack the technological skills or drive to succeed. However, younger workers also face challenges, such as being underestimated or dismissed for lacking experience. Comments like “You’re surprisingly good with technology for someone your age” or “You haven’t been around long enough to lead a project” contribute to subtle biases.
Age-related bias often impacts professional growth opportunities. Older workers may be passed over for promotions, overlooked for training or development programs, or unfairly forced out during organizational restructurings. On the other hand, younger professionals may struggle to gain leadership experience or be looked upon negatively for job-hopping.
Age bias isn’t just detrimental to individuals; it harms companies too. When businesses fail to leverage the diverse perspectives and wealth of experience across generations, they miss opportunities for innovation, collaboration, and growth. Research shows that organizations that embrace multigenerational teams perform better, as they tap into a broader range of ideas and solutions.
Creating an Age-Inclusive Workplace
- Examine Mindsets and Challenge Biases
Encourage self-awareness among all employees to recognize internal biases. Ageism often stems from unconscious assumptions, and the first step in overcoming it is to challenge these stereotypes. - Revise Hiring and Recruiting Practices
To combat age bias in recruitment, companies should standardize their process to ensure that candidates are assessed based on skills and experience rather than age. Job postings should focus on competencies required for the role, avoiding age-related questions like graduation dates that may reinforce stereotypes. - Ensure Fair and Equitable Promotions and Raises
Companies should base promotions and salary increases on objective performance data, not assumptions about an employee’s age or career stage. Open communication about career goals and aspirations can help employees of all ages feel valued and motivated. - Invest in Lifelong Learning and Development
Companies must provide equal access to training and development opportunities for employees of all ages. Whether it’s updating technological skills for older workers or offering leadership training to younger employees, investing in continuous growth benefits both the individual and the organization. - Empower Employees Across Generations to Lead
Age should never be a barrier to leadership. Older employees bring years of experience and a deep understanding of the organization’s history, while younger workers offer fresh perspectives and energy. Empowering all employees to take on leadership roles—regardless of age—ensures that the company benefits from a balanced mix of expertise and innovation. - Pay Attention to Language
Stop emphasizing the generational differences with terms to categorize the various age groups, such as Boomers or Millennials. They reinforce ageist stereotypes.
- Encourage Reverse Mentoring
To break down age-related barriers, companies can implement reverse mentoring programs, where younger employees mentor older ones, and vice versa. This exchange fosters mutual understanding and collaboration across generations.
By taking a proactive approach to combat ageism, companies not only enhance their culture but also improve retention, performance, and innovation. It’s time to embrace the strengths that employees at every career stage bring to the table. aHRrow can assist by looking at current practices and providing recommendations that when put in place can help employees from all generations thrive. Reach out to an aHRrow team member today.