Ageism in the Workplace
Ageism or age discrimination occurs when an individual is subjected to unfavourable treatment because of their age. According to Dr Robert Butler, 1968, ageism is the stereotyping and prejudice against older people, just as racism and sexism are to skin color and gender. Among other kinds of bias found in the workplace, ageism is the most prevalent. Reports by Hiscox found that at least 20% of employees aged 40 and above have experienced some form of discrimination in their place of work, and more than 44% know someone who has.
According to the AARP, ageism does indeed cut both ways. However, ageism in the workplace is almost entirely focused on older employees, particularly those aged 50 years and above. The level of awareness regarding ageism is also inclined towards older people with very little attention given to discrimination against younger people.
Ageism is a major issue hindering employees from achieving their full potential. The stereotyping of older workers is based on the presumptions that associate older people with decreased physical and mental decline. Common misconceptions relating to older employees include the belief that they are frail and take more off days, they are resistant to changes, they are less knowledgeable, and are incapable of learning new things.
Today, Older people are living longer. In the United States, people aged 50 years and above comprise 35% of the population and have the highest rates of working population aged 65 and above. Age is not a reliable indicator of an employee’s capabilities and performance. The current baby boomer generation has people who are perfectly healthy at old age. These people have the best education and skills and are also well trained in technology, unlike their predecessors.
What does ageism look like in the workplace?
Most organizations will say that there is no ageism in their company. However, age discrimination sometimes goes unnoticed. Most people will experience or witness discrimination, but, for some reason, decide to remain silent. Studies have found that ageism in the workplace occurs in three main areas:
• During recruitment and hiring, where organizations target younger employees
• on-the-job discrimination, where older employees are left out on training opportunities, raises, promotions and rewards, client’s meetings, and other company activities or even outspoken harassment.
• During termination, where older employees are targeted for dismissal or are outwardly encouraged to retire.
How to Deal with Ageism in the Workplace
Various anti-ageism laws have been implemented to help curb ageism in the workplace. While unconscious bias is hard to eliminate, organizations should develop and implement policies that promote a healthy working environment for people of all ages. This may include strategies such as introducing blind recruitment where applicants don’t have to reveal personal details such as age, abolishing mandatory retirement ages, introducing mentoring schemes, and creating awareness through diversity training of employees.
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