Ageism in the Workplace

Put Yourself in Their Shoes….

“I never thought I was going to be in this situation, having to deal with age discrimination. I was let go after 8 hard working years, the company personnel was restructured and I was the oldest & [highest paid] in my department, they did not consider the fact that I was the hardest worker there, I can beat any twenty-year-old when it comes to stamina! I have been thru so many interviews that when they see me I notice the look on their faces as”oh, she is older” even though I don’t look 53! I am beginning to doubt my skills and wonder if I chose the wrong career. I am a Technical Designer in the fashion industry and there is a lot of competition. So I am thinking on reinventing myself, so I will try to start something on my own and work my butt off networking.” —Dari Roldan (Jackson 2018)

So what exactly is Ageism?

According to Merriam Webster dictionary, ageism is defined as “prejudice or discrimination against a particular age-group and especially the elderly”.  Throughout this blog post, I hope to emphasize how ageism can effect any and everyone.  When I first thought about this topic, I believed that ageism was something that only affected older people. And though the term was coined by Robert N. Butler in 1969 (Achenbaum) to specifically apply to older people, it was soon broadened to all age groups. The term was first used during a housing battle that happened in Chevy Chase, Maryland. Land was bought to build public housing for elderly and residents complained that “the neighborhood would never be the same”. It os also important to note that laws prohibiting discrimination in the workplace against people over 40 were only passed two years prior in 1967. (WHO 2016) According to a study by Urban Institute economist Richard Johnson, about 56% of U.S. employees who are 50 or older are pushed out of their jobs before they plan to retire. Only one in 10 of these employees are able to find new work. (Heathfield 2019)

How it Affects the Workplace

How Older People May be Perceived:

• Common stereotypes thrown onto this group often sound like, “They aren’t savvy enough” or , “They’re too stubborn, who can manage them?”. Another issue that comes into play is salary. Often times younger people accept lower salaries making them more appealing to companies. Lastly, a lot of people assume older workers are just trying to put in time before the retire and assume as workers they will not be as innovative or productive.

How Younger People May be Perceived:

• Attitudes and stereotypes attached to younger professionals include laziness, spoiled, unreliable and just unprofessional. A big issue with hiring especially in todays job market is experience. A lot of com ponies want experience and fear that young workers are only looking to tick a box off and leave within a year or two.According to the U.S. Bureau of Labor Statistics, employees 45–54 stayed on the job twice as long as those 25–34. (Garver)

What Can We Do To Help?

Monster, a European hiring site, outlines some important steps we can take to ensure we are promoting a healthy work environment for everyone of all ages.

• Understand Ageism: Realize that this is something that affects everyone. Monitor how your employer and coworkers treat each other especially when it comes to age.
• Have Policies in Line: Have clear policies in line with definitions and examples. This is especially important when dealing with formal write ups. You need, in clear writing, what the expected guidelines and rules are for everyone.
• Make Sure Everyone is Clear on these Policies: Ensure that those around you are as committed to being change.
• Train to Prevent: This is meant to help change and understand behaviors. It is important to not just educate on what ageism is but also discuss why it can be harmful.
• Encourage Mentoring: When you encourage mentoring it allows a bridge to form between age gaps and allows coworkers to build a mutual and respectful relationship. It also promotes teamwork and gives room for employees to gain new skills.

References