Ageism in the Workplace

Employees (or even potential employees) can experience discrimination or disparate treatment in the workplace. One form of discrimination is known as ageism. Ageism refers to negative discriminatory practices based on a person’s age, both older and younger. How does ageism affect the workplace? Generally, when we think of ageism, we imagine older workers experiencing difficulty finding employment or being treated as competent in the workplace. Random House Webster’s Unabridged Dictionary defines ageism as “a tendency to regard older persons as debilitated, unworthy of attention, or unsuitable for employment.” If a mature worker is displaced from a position after years of experience, others may hesitate to hire him or her because of age alone. Some older workers are seen as less than competent because of their age. Employers may perceive the older worker as costing too much, having an obsolete skill set, or being a liability for employer-sponsored health insurance. It’s easy for a 54-year-old job hunter to find himself wishing he was 24 again after encountering these roadblocks! Younger workers too are not immune to the effects of age stereotypes and prejudice. Sometimes employers believe that young people have fewer financial obligations and perhaps less drive to excel than the more mature worker. Younger workers often complain that the duties they are given are boring and unchallenging, which may cause them to seek other employment. Additionally, potential employers may view younger workers as testing the waters in career “exploration” and perhaps as less committed to a particular workplace than someone with more experience. Employers may have the impression that young people are “flaky” and unreliable. The younger worker’s ideas and critiques may be written off as “the ramblings of youth.” Oh, to be one of those older and respected members of the workforce! 1. Have you ever experienced ageism in the workplace? 2. Have there been situations where you caught yourself believing such stereotypes? 3. How would you suggest we combat ageism at work?