Understanding and Addressing Age Discrimination in the Workplace
Age discrimination, often referred to as ageism, is a persistent issue in many aspects of life, particularly in the workplace. As individuals grow older, they may face age discrimination that impacts their employment opportunities, career progression, and overall well-being. Dealing with age discrimination requires awareness, resilience, and a proactive approach. Let us see what age discrimination looks like, how to recognise it, and strategies for overcoming it.
What is Age Discrimination?
Age discrimination occurs when someone is treated unfairly or disadvantaged because of their age. This bias can manifest in various ways, including being passed over for promotions, excluded from training opportunities, or being subject to negative stereotypes. Although age discrimination can affect people of any age, it predominantly impacts older workers, particularly those over the age of 50.
In many countries, age discrimination is illegal under employment laws. However, despite legal protections, age discrimination remains a common issue that can be subtle and difficult to prove.
Recognising Age Discrimination
Understanding the signs of age discrimination is the first step in addressing it. Here are some common examples of age discrimination in the workplace:
Biassed Hiring Practices
Older candidates may be overlooked in favour of younger applicants, even if they possess equal or superior qualifications. Sometimes, job postings subtly hint at age discrimination by using terms like “energetic” or “recent graduate.”
Promotion and Development Barriers
Older employees may find themselves being passed over for promotions or not given opportunities for professional development, under the assumption that they are less capable of learning new skills or adapting to change, which are clear indicators of age discrimination.
Negative Stereotypes
Age discrimination often stems from stereotypes, such as the belief that older workers are less technologically savvy, resistant to change, or less productive, which can lead to exclusion or unfavourable treatment.
Forced Retirement or Layoffs
Older workers are sometimes pressured to retire early or may be the first to be laid off during organisational restructuring, regardless of their performance or contributions.
Unfair Treatment
Disrespectful comments or jokes about someone’s age, or being excluded from meetings and decision-making processes, are subtle yet impactful forms of age discrimination that contribute to a hostile work environment.
Strategies for Overcoming Age Discrimination
Age discrimination can be challenging to confront, which is why there are strategies you can use to counteract it effectively:
Know Your Rights
In New Zealand, the Human Rights Act 1993 protects against age discrimination in employment. This law ensures fair treatment in hiring, promotion, and dismissal. If you believe you have faced age discrimination, you can seek support from the Human Rights Commission. Understanding these protections empowers you to take action.
Stay Current with Skills
One of the best ways to combat age discrimination is to continually update your skills, particularly in areas like technology. Attending workshops, earning certifications, and staying informed about industry trends demonstrate your commitment to professional growth and adaptability.
Build a Strong Network
Cultivate relationships with colleagues, mentors, and industry peers of all ages. A strong network can provide support, opportunities, and insights that help you detect potential age discrimination. Networking can also help dispel age-related stereotypes by showcasing your competence and experience.
Document Unfair Treatment
If you believe you are being subjected to age discrimination, start documenting instances of unfair treatment. Keep records of comments, emails, and actions that suggest age discrimination. This documentation can be valuable if you decide to file a formal complaint or seek legal advice.
Seek Legal Advice
If you experience overt age discrimination, consulting with an employment lawyer or human resources professional can provide you with guidance on the best course of action. They can help you understand your options, whether it is filing a complaint with your employer, pursuing mediation, or taking legal action against age discrimination.
Promote Your Experience
Do not be afraid to highlight the unique value that your experience brings to the table. Emphasise your accomplishments, leadership skills, and ability to mentor others. You can counteract negative perceptions and demonstrate your worth in the face of age discrimination by framing your age as an asset rather than a liability.
Practice Resilience
Facing age discrimination can be emotionally challenging, but maintaining a positive attitude and resilience is crucial. Focus on your strengths, seek out supportive environments, and remember that your worth is not defined by others’ biases.
Creating a Culture of Inclusion
Addressing age discrimination is not just the responsibility of those affected by it as employers and organisations also play a key role in building an inclusive work environment. Promote diversity and inclusion initiatives that emphasise the value of all employees, regardless of age.
Moreover, encouraging intergenerational collaboration, offering age-diverse training programs, and implementing fair hiring practices are just a few ways organisations can create a more inclusive culture free of age discrimination. This can pave the way for a more equitable and supportive environment for workers of all ages.
