Ageism In The Workplace

The workforce in the United States is evolving, with an increasing number of Baby Boomers choosing to continue working, often part-time, as they reach retirement age. However, this trend can sometimes bring age-related stereotypes to the forefront, leading to challenges for older workers.

Many older employees find it frustrating and disheartening to combat the stigma associated with their age. These individuals are often victims of ageism, a form of discrimination that can manifest in various ways.

Recent surveys indicate that a significant percentage of individuals aged 60 and above have reported experiencing ageism in the workplace.

Ageism does not only affect job performance; it can have detrimental effects on the mental health of older workers. Mental health issues often go unaddressed and undiagnosed among older adults.

Key Takeaways:

• Ageism refers to the stereotyping, discrimination, or bias against individuals based solely on their age.

• Signs of ageism include being overlooked for challenging assignments and older employees facing job loss or buyouts.

• Addressing ageism involves maintaining professionalism and continuously working on personal and professional growth.

What Is Ageism?

Coined by Robert Neil Butler in 1969, the term “ageism” encompasses discrimination against seniors through practices and policies that reinforce negative stereotypes of older individuals.

Similar to racism and sexism, ageism involves biases against people based on a singular trait: their age. This form of discrimination can manifest in various assumptions, including disdain, avoidance, and inequities in housing, employment, and services.

Ageism affects both older and younger generations. Research indicates that individuals with negative perceptions of aging may experience poorer health outcomes compared to those with a more positive outlook on aging.

Unlike other forms of discrimination, society often overlooks ageism. Many people accept ageist attitudes without concern, as evidenced by the prevalence of anti-aging products in advertising, which would be unacceptable if targeted against other marginalized groups.

What Ageism Looks Like

• Forgetfulness. Attributing forgetfulness to age perpetuates ageism. While young adults may experience similar memory lapses without stigma, older adults often face undue scrutiny.

• Marketing demographics. Approximately 90% of marketing budgets are directed toward individuals under 50, despite one-third of Americans being over 50.

• Environmental assumptions. Certain venues, like senior centers, are often perceived negatively, discouraging younger individuals from visiting due to ageist beliefs.

• Disability perceptions. Ageism assumes that disability is prevalent among older individuals. While health issues can be more common, many seniors lead active lives, with only a fraction reporting loneliness.

• Healthcare perceptions. A significant gap exists between expert knowledge and public understanding of aging. Many believe aging means a decline in health, while community and environmental factors play a critical role in maintaining health and independence.

How Does Ageism Affect Seniors?

Ageist stereotypes can harm older individuals, potentially shortening their lifespans.

• Research from the Journal of Personality and Social Psychology indicates that those aged 50 and older with a positive self-perception of aging can live up to 7.5 years longer than their counterparts with negative views.

• Positive beliefs about aging can enhance mental health. Older adults exposed to uplifting stereotypes exhibit better cognitive functions, while negative perceptions can lead to memory issues and feelings of worthlessness.

• Children as young as four recognize ageist stereotypes, which are often reinforced through media portrayals of older individuals.

• Many films and programs depict seniors as helpless or lonely, misrepresenting the vibrant lives most older adults lead.

How Does Ageism Impact More Than Just Older Adults?

Ageism has far-reaching effects that extend beyond older adults, influencing how younger generations perceive and interact with them.

• This impact manifests in several ways:

  • Succession. Younger individuals may assume older colleagues have had their opportunities and should step aside for younger generations.
  • Consumption. Some younger people believe that resources should primarily benefit them and their age group, sidelining older adults.
  • Identity. Younger individuals often expect older adults to conform to age-specific behaviors, disregarding their interests in modern trends and technologies.

• The AARP reports that one in five U.S. workers is over 55, and nearly 65% have encountered age-based discrimination from younger colleagues, with biases often beginning around age 50.

• Addressing ageism is crucial, akin to tackling discrimination based on sex, race, and disability. Public awareness is essential for combating ageism’s negative impact on older individuals.

• While progress has been made, with negative age stereotypes in commercials dropping from 80% to 50%, more work is needed to shift perceptions through intergenerational activities.

• Exposing younger individuals to diverse representations of aging can foster a more nuanced understanding of the aging process.

Signs of Ageism in the Workplace

Recognizing ageism in the workplace is crucial. Here are common indicators:

• Learning opportunities are biased. If training and advancement opportunities are predominantly offered to younger employees, it may indicate ageism.

• Exclusion from meetings. Being deliberately left out of meetings or company gatherings can be a sign of age discrimination.

• Overlooked for challenging assignments. If older employees are routinely assigned mundane tasks while younger colleagues tackle more significant projects, this may reflect age bias.

• Job loss or buyouts. Older employees may face firings or buyouts under the guise of “cultural fit,” as companies often prefer younger, less expensive workers.

• Comments about age. If supervisors frequently inquire about retirement plans, it indicates age is a concern for them.

• No raises despite good performance. If older employees consistently receive less favorable compensation than younger colleagues, it could signify age discrimination.

How to Deal with Ageism in the Workplace

1. Maintain professionalism. Uphold your work ethic and professionalism to avoid giving employers reasons to question your performance.
2. Invest in personal growth. Stay informed about industry trends and seek continuous education, even if your employer does not support it.
3. Challenge aging stereotypes. Combat the notion that older workers are technologically challenged by staying current with tech trends and learning new skills.
4. Engage with HR. If you suspect ageism in your workplace, document instances of discrimination and discuss your concerns with your HR department.
5. Consult legal advice. If necessary, consult an employment attorney to explore potential claims of age discrimination, noting that time limits for filing may apply.

In conclusion, ageism remains a significant issue in today’s workforce, affecting not only older employees but also shaping the perceptions of younger generations. By recognizing the signs of ageism and actively working to combat these stereotypes, we can create a more inclusive and equitable workplace for all ages. Greater awareness and proactive measures are essential in addressing ageism as the workforce continues to age and diversify.

Author

Caitlin Mazur

Caitlin Mazur is a freelance writer at Zippia. Caitlin is passionate about helping Zippia’s readers land the jobs of their dreams by offering content that discusses job-seeking advice based on experience and extensive research. Caitlin holds a degree in English from Saint Joseph’s University in Philadelphia, PA.