It’s easy to assume that we’ve left ageism behind, given populations ageing around the world and the emphasis on diversity in our workplaces. Yet age-related discrimination in the workplace is more common than you might think. Around one in four workers aged 45 or older have had negative comments made about their age. Three in five older workers say they’ve seen or experienced age discrimination, and three out of four say their age is a hurdle to finding a new job. Whether you’re a worker or decision-maker, it’s important to be alert to the signs of ageism and to understand what you can do to counter it.

What is ageism?

Around one in four over-50s believe they have been turned down for a job because of their age. As many as nine out of ten in the same age group believe ageism is prevalent in the workplace. So what is ageism? Ageism at work is discriminating or stereotyping against a person based on their age. It can involve making decisions about hiring, firing, assigning work, and promotions based on age. These discriminatory decisions are typically prohibited by employment laws. Ageism can target younger people but it’s more commonly associated with older individuals in the workforce.

Less overt ageism

Ageism can also include more subtle behaviours like negative comments or inappropriate jokes. Prospective hires who are, say, 50 years of age or more might be told the employer company is looking for recent graduates with lots of energy. An older employee might be instructed to “take it easy” and skip the weekend conference, whilst his or her younger colleagues are encouraged to attend.

Learning opportunities and more challenging assignments might be made available to younger employees and not older ones. Older employees could find they’re being given unpleasant jobs, being fired more often, or offered buyouts. The organisation might have an unspoken assumption that older employees can’t take as much time off as they don’t have young families to look after. These behaviours are harder to identify and may not have recourse through legal channels.

How to deal with ageism in the workplace

As explored above, ageism comes in all forms. Given this, you’ll want to apply different strategies as is appropriate for the situation.

• Speak out - Always speak out when faced with ageism. Don’t accept bullying behaviour, ageism disguised as a joke or even off-the-cuff comments about age. Some might not even be aware of their discriminatory or offensive comments, so it’s important to speak out to prevent a recurrence. Set these boundaries and enforce them by speaking out.

• Keep growing professionally - Stay current in your field by keeping your skills fresh, and especially your tech skills. Undertake training and development as appropriate. Keep up with your network and regularly review your career options. Keep your online profiles and CV up to date. Find a mentor for yourself and learn from them. Keep growing as a professional, and you’ll maximise your chances of remaining a sought-after employee no matter your age.

• Challenge stereotypes - Challenge those pervasive stereotypes about older workers by embracing technology, showing you’re innovative and dynamic and staying energetic and motivated. Regardless of how many years of experience you have, demonstrate a strong work ethic and willingness to adopt new methods.

• Focus on your skills - Put the focus on your skills and experience rather than your age or “over-qualification.” If interviewers express concern you’re overqualified for a rule, shift the emphasis back on what you can bring for the role and achieve for the organisation.

• Ask for feedback - Be proactive about asking for feedback at work. Even though you might be seasoned in your current role and require little supervision, demonstrate you’re interested in continuous improvement by asking your line manager for feedback. This shows you’re willing to keep adapting and learning as needed and you’re engaged and motivated in your role.

• Take legal action - Some discriminatory behaviour may warrant legal action. Discrimination can be difficult to prove, so make sure you have the details recorded. Take detailed notes about any discriminatory incidents, including dates, names, and possible witnesses. Screenshot any inappropriate comments or emails. You might want to speak to your manager or supervisor first. Alternatively, consult an employment lawyer about what you can do to address the situation. You might also be able to file a complaint with the relevant government entity to initiate an investigation.

Dealing with ageism as a decision-maker

A quarter of the workforce will be 55 or older by 2024, and so managers and other decision-makers need to ensure their workplaces are inclusive. If you’re a decision-maker in the workplace, address ageism in a proactive manner. Ensure training and development is made available to all employees, not only younger staff members. Review your hiring processes to eliminate unconscious ageist or discriminatory elements. Make sure you’re promoting and assigning work based on skills and experience, not age.

Conclusion

Ageism at its core is a basic denial, based on age, of people’s human rights. Age discrimination not only has a negative impact on opportunities for seniors at work, but it can also affect the well-being of mature workers and their families. For organisations, it can lessen morale and productivity at work, reduce the pool of valued talent, and raise turnover.

Whilst anti-discriminatory laws are in place and we might be more aware of the negatives of discriminatory behaviours, the new paradigm might not have fallen into place yet. As a senior, you have a few different options for countering ageism and breaking through it successfully. Doing so will benefit you professionally and could help pave the way for other older employees.

Author’s Bio: Jacqueline Coombe has been a prolific reader since childhood, and now channels her love of the written word into writing content on a range of topics from business, marketing and finance to travel and lifestyle. Jacqueline is also a Principal Consultant specialising in Search + Content Marketing at international digital marketing agency Webprofits.

LinkedIn: https://www.linkedin.com/in/jacqueline-coombe/

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