We work in a multi-generational workforce.

Today’s employees span a wide range of ages, each bringing unique perspectives, skills, and experiences to the table. But with this diversity often comes ageism — a form of discrimination based on an individual’s age. Ageism in the workplace can affect both older and younger employees, but it disproportionately impacts older workers, who may be unfairly judged as being less capable or adaptable than their younger counterparts.

What is ageism?

Ageism refers to stereotypes, prejudice, or discrimination against individuals based on their age. In the workplace, this can manifest in various ways, including biased hiring practices, limited career advancement opportunities, and exclusion from key projects. While ageism can affect any employee, those over the age of 50 are often more likely to encounter it.

Common myths that fuel ageism include:

  • Older workers aren’t tech-savvy.
  • Younger employees lack experience or commitment.
  • Older employees are resistant to change.
  • Younger workers aren’t ready for leadership roles.

These assumptions are often based on stereotypes rather than reality and can lead to unfair treatment, missed opportunities, and a less inclusive work environment.

5 ways ageism shows up in the workplace

1. Hiring practices

Ageism is often seen in hiring decisions, where older candidates may be overlooked in favor of younger ones, regardless of their qualifications or experience. Recruiters might assume that older applicants are not up to date with technology or that they won’t fit into a younger, more dynamic team.

Example: A hiring manager may skip over a resume because the applicant has been in the workforce for 25 years, assuming they are “overqualified” or won’t stay long in the position.

2. Promotion and career advancement

Ageism can also impact career advancement. Older employees may be passed over for promotions in favor of younger colleagues who are seen as more energetic or in tune with new trends. This can prevent older workers from achieving their full potential, despite years of experience and proven leadership skills.

Example: An older employee with significant experience may be overlooked for a management position because the company assumes a younger candidate will bring a “fresh perspective,” even though the older employee has a stronger track record.

3. Training and development

Organizations sometimes exclude older workers from training programs, assuming they are near retirement and therefore not worth the investment. This limits their ability to stay current in their fields or develop new skills, leading to a cycle of stagnation and further marginalization.

Example: A company may offer a new digital skills training course but primarily target younger employees, leaving out older workers who might also benefit from the knowledge.

4. Workplace culture

Ageism can subtly influence workplace culture, creating an environment where older workers feel out of place or undervalued. Casual remarks about an employee’s age or outdated methods can lead to feelings of exclusion and reduce overall morale.

Example: Jokes about “getting too old for this” or comments like “Isn’t it time to retire?” can create a hostile environment for older employees, making them feel like they don’t belong or aren’t as capable as their younger colleagues.

5. Retirement pressure

Many older employees face pressure to retire before they are ready. Employers may assume that older workers should step aside for younger talent, even if the older employee is still highly capable and engaged. This pressure can create unnecessary financial and emotional stress.

Example: A company might offer early retirement packages to workers in their 50s and 60s, subtly suggesting that their contributions are no longer as valued as those of younger employees.

The impact of ageism in the workplace

Ageism doesn’t just harm employees — it also negatively affects organizations. By allowing ageist practices to persist, companies risk losing out on the knowledge and expertise of older workers, which can be invaluable. Age-diverse teams bring a range of perspectives, leading to better problem-solving, creativity, and innovation.

Additionally, ageism can lead to:

  • Decreased employee morale: Employees who feel excluded or undervalued due to their age may disengage, leading to lower productivity and job satisfaction.
  • Higher turnover rates: Workers who feel pressured to leave or who are denied opportunities for growth may seek employment elsewhere.
  • Legal risks: Age discrimination is illegal under laws like the Age Discrimination in Employment Act (ADEA) in the U.S. and can expose companies to lawsuits and reputational damage.

How to address ageism at work

  1. Raise awareness and provide training: One of the most effective ways to combat ageism is by raising awareness and providing training on the issue. HR professionals and leaders should ensure that employees at all levels understand what ageism is, how it manifests, and the damage it can cause. Bias training that includes age-related stereotypes can help employees recognize and address their own assumptions.
  2. Ensure fair and inclusive hiring practices: To prevent ageism in recruitment, companies should focus on skills and experience rather than age. Removing graduation dates from resumes, using blind recruitment techniques, and standardizing interview questions can help reduce bias and promote more inclusive hiring practices.
  3. Encourage age-diverse teams: Building age-diverse teams can enhance collaboration and innovation. Employers should create opportunities for employees of all ages to work together, share knowledge, and learn from each other. Mentorship programs that pair older and younger workers can also promote cross-generational learning and break down stereotypes.
  4. Support career development for all ages: Companies should offer equal opportunities for training, development, and promotion to employees of all ages. This ensures that older workers can continue to grow and contribute, while younger workers receive the guidance they need to develop their skills and careers.
  5. Promote a culture of inclusion: Creating a workplace culture that values employees of all ages is key to combating ageism. Leaders should foster an environment where every employee feels respected and valued for their unique contributions, regardless of age.

The bottom line

Ageism is a pervasive issue that can undermine the effectiveness and inclusivity of any workplace. By acknowledging and addressing age-based bias, organizations can create a more equitable environment where employees of all ages feel empowered to succeed. Age-diverse teams not only contribute to a richer company culture but also enhance creativity, problem-solving, and innovation. HR professionals and leaders play a critical role in ensuring that ageism is recognized, addressed, and eradicated from the workplace, benefiting both employees and organizations alike.