We live in a world obsessed with youth, where ageing is often seen as a negative. This obsession extends to workplace ageism, where older individuals face prejudice despite their valuable experience. But what if we could reframe ageing as a journey of growth and wisdom? It’s time to challenge the ageist stereotypes and embrace the unique value that older individuals bring to society.
Here are 12 signs that you are in a workplace that is ageist:
Inequitable Opportunities
Employers often overlook older employees for training and challenging assignments, while they give younger counterparts preferential treatment. This inequity can manifest in the distribution of tasks and responsibilities, with older workers assigned fewer desirable projects.
Age-Based Comments or Jokes
Frequent jokes or comments about age can create a hostile work environment. This includes both subtle remarks and overtly derogatory comments that belittle older employees or suggest they are out of touch. “I guess you will need help with the new software, it might get tricky for you.” “You were here for the office building’s construction, weren’t you?”
Unfair Performance Reviews
Senior employees might receive harsher critiques compared to the younger employees, even when their performance is comparable or superior. This discrepancy can undermine their professional credibility. They may bypass a senior employee for a promotion and promote a younger employee with lesser potential.
Technological Bias
This bias often manifests through assumptions that older employees are less tech-savvy, which can lead to missed opportunities for skill development and career advancement. Workplaces often overlook them for training programmes designed to enhance technological skills.
Ignored Contributions
Workplaces commonly exclude older employees from important meetings or projects, consistently denying them crucial discussions and opportunities.
Early Retirement Incentives
They often market early retirement incentives as voluntary programs designed to encourage older employees to retire before the traditional retirement age. While these programs may appear beneficial at first glance, they can sometimes serve as subtle mechanisms for organizations to manage their workforce demographics, particularly by reducing the number of older employees. This can create an environment where older workers feel pressured to leave their positions earlier than planned.
Reduced Responsibilities
Reduced responsibilities in the workplace can significantly affect older employees, often manifesting as a decrease in workload or the assignment of less challenging tasks. While this may be framed as a way to ease their burden or accommodate their experience, it can also reflect workplace ageism assumptions about their capabilities and lead to feelings of undervaluation.
Preference for Younger Employees
A noticeable trend in hiring practices often favours younger candidates, leading to the dismissal of older applicants as “overqualified” or lacking the necessary energy for the role. Employers may use language in job postings that implicitly targets younger candidates. Phrases like “seeking a dynamic and energetic team player” or “recent graduates preferred” can discourage older applicants from applying, reinforcing the notion that youth is synonymous with vitality and innovation.
Stereotyping
Workplaces often stereotype older employees as resistant to change, less adaptable, or lacking technological skills. For instance, management might overlook a seasoned marketing professional for a digital marketing role because they assume the professional won’t be able to keep up with the latest trends or tools. This assumption disregards their extensive experience and potential ability to learn new skills.
Dismissive Language
Phrases such as “You wouldn’t understand; it’s a millennial thing” can alienate older employees and suggest that their experiences and perspectives are irrelevant. Such comments diminish the value of their contributions and foster an environment where they feel excluded.
Social Segregation
Older employees may find themselves frequently excluded from team outings, such as happy hours or off-site retreats. For instance, if a company organizes regular social events that cater primarily to younger staff—like bar outings or adventure sports—older employees may feel unwelcome or uncomfortable participating, leading to feelings of isolation.
Veiled Talk
When discussing potential candidates for a leadership role, management might refer to younger applicants as “dynamic leaders” while describing older candidates simply as “experienced.” This distinction can suggest that experience is less valuable than perceived energy and adaptability, overshadowing the depth of knowledge and insight that comes with years of service.
Recognizing these signs is crucial for addressing workplace ageism and promoting a more equitable workplace for all employees, regardless of age.
