How to Fight Back Against Age Discrimination
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While almost every organisation values diversity, equity, and inclusion (DEI), age discrimination is one form of inequity that frequently goes unnoticed.
Ageism in the workplace is a prevalent yet often overlooked form of discrimination in society. But what exactly is ageism, and how can those experiencing it take action and fight back?
What is Ageism?
The World Health Organization (WHO) defines ageism as “the stereotypes (how we think), prejudice (how we feel) and discrimination (how we act) towards others or oneself based on age.”
In workplace settings, ageism or age discrimination can include biased hiring practices, exclusion from decision-making processes, promotion bias, age-related jokes, and early retirement pressure.
Impact of Ageism on Employees
Career Limitations
Age discrimination in New Zealand highly impacts older workers’ ability to secure job opportunities and advance their careers. A 2021 study published by the Health and Ageing Research Team of Massey University has found that 42% of older job seekers believed their applications were rejected due to age, while 27% modified their applications to avoid discrimination. These findings highlight the pervasive misconceptions about older workers, such as assumptions that they lack adaptability or technical skills, which hinder their chances of being hired or promoted.
Psychological Effects
Employees who experience ageism may begin to view themselves as less competent, adaptable, or valuable, which negatively impacts their self-esteem and self-worth. This may also lead to a reduced sense of efficacy in both professional and personal contexts in the long run.
Workplace Exclusion
Workplace exclusion is a common manifestation of ageism, where older employees are deliberately or unintentionally sidelined from team activities, decision-making processes, or challenging assignments. Being excluded creates feelings of alienation and isolation, as employees may see themselves as outsiders in their own workplace. Additionally, when older employees are overlooked for challenging assignments or leadership roles, they miss out on chances to demonstrate their capabilities and advance their careers. Thus, limiting their opportunities for professional growth and development.
Impacts of Ageism on Organisations
Loss of Valuable Skills
By sidelining or excluding older employees, organisations miss out on the mentorship and institutional memory they provide, which could benefit younger employees and enhance overall productivity. This loss of experience creates skill gaps and reduces the organisation’s ability to innovate and adapt effectively.
Legal and Financial Risks
Organisations that engage in ageist practices face potential legal consequences, including lawsuits related to age discrimination. These legal actions can result in financial losses and damage to the company’s reputation. Furthermore, discriminatory practices can deter talented individuals from joining or staying with the organisation, increasing turnover rates and recruitment challenges.
Ways to Fight Ageism at Work
Know Your Rights
Familiarise yourself with anti-age discrimination policies at work and understand your rights under state and federal laws.
Speak Up
Report instances of age discrimination to HR or management, ensuring proper documentation of incidents. Advocate for respectful communication and challenge ageist stereotypes or language in the workplace.
Document Discrimination
Keep detailed records of incidents, including dates, descriptions, and witnesses. Evidence such as discriminatory comments, exclusion from opportunities, or biased performance reviews can support you when seeking legal advice.
Advocate for Equal Opportunities
Push for fair access to promotions, training, and professional development opportunities for employees of all ages. Support initiatives that ensure equitable treatment in hiring processes, such as age-blind recruitment practices.
Final Thoughts
Ageism in the workplace is a daily reality for many older workers, but it doesn’t have to remain an accepted norm. Fighting ageism requires collective effort. When employees and the entire organisation work together, we can build a culture that celebrates experience, innovation, and collaboration, ensuring that age is seen as an asset rather than a barrier.
