Tuesday, August 16, 2022

Age—Just a Number?

Equality doesn’t just apply to topics surrounding gender and ethnicity—ageism exists to some degree in most workplaces. Here’s how to spot and combat it

Guide Magazine

Discrimination can come in many forms. The masses of millennials and Gen Zs who are entering the workforce are often leading the charge in changing how we work, through new technologies and methods of collaboration and conflict resolution. But although the benefits of their approach can be seen and felt in many sectors, there is a growing fear that those who have aged out of the wunderkind bracket may be facing prejudice from younger managers and coworkers.

In 2021, a survey of older workers by the American Association of Retired Persons (AARP) found that 78 percent had experienced discrimination in the workplace. This was the highest number the AARP had reported since beginning their survey in 2003.

It’s not just an American concern. The World Health Organization agrees that it is a global issue, citing in a 2021 report that the COVID-19 pandemic created a growing age-related disparity in everything from healthcare coverage to personal well-being. Another survey published in the journal Aging and Public Health found that a quarter of the people questioned—more than 83,000 in 57 countries—had highly ageist attitudes.

Yet aging workers should be embraced, both for their experience and their continuing contributions. An Australian study found that if only 5 percent more citizens over the age of 55 entered or stayed in the workforce, there would be an excess of AUS$48 billion in the national economy annually.

How can you recognize and counteract ageist attitudes? Here’s a quick cheat sheet.

6 Examples of Age Bias

A candidate being selected over another because they are younger.
Believing that older workers may take longer at certain tasks.
Assuming that older workers may not understand new technologies.
Excluding older workers from committees or extracurricular activities.
Asking about someone’s age.
Not assigning a task to a person because it is feared they are out of touch with another demographic.

3 Types of Ageism

Institutional ageism - Happens when an organization perpetuates ageism through its actions and policies. For example, a company explicitly telling its managers that they prefer a youthful workforce.
Interpersonal ageism - Occurs in social interactions, like when two coworkers are teasing another for being over the hill.
Internalized ageism - When a person applies their own ageist beliefs to themselves. This could happen when a worker doesn’t volunteer for a project because they feel they won’t get it due to their age.

Sources: Canadian HR Reporter, mdpi.com, medicalnewstoday.com, World Health Organization

Age—Just a Number?

6 Examples of Age Bias

3 Types of Ageism

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