More than half of adults aged 50 and over in England have experienced age discrimination in the last year, according to data from The Centre for Ageing Better. This prejudice often manifests as stereotypes and biases, leading to unfair treatment and limited opportunities for older individuals.
Ageism can have significant negative consequences in the workplace. This not only impacts individuals, but also negatively impacts organisations by hindering productivity, innovation, and talent retention. By understanding the nature of ageism and implementing strategies to address it, workplaces can create more inclusive and equitable environments for employees of all ages.
How ageism manifests in the workplace
Despite the protections against age discrimination in the UK provided by the Equality Act 2010, ageism remains a common and prevalent form of unfair treatment in the workplace.
Older workers often face a range of stereotypes that can negatively impact their career prospects and overall job satisfaction. These stereotypes can perpetuate age-based discrimination and create barriers to employment and advancement. Examples include:
- Biased recruitment practices: Employers may favour younger candidates, assuming they are more adaptable, technologically proficient, or have a longer expected tenure at the company.
- Limited career advancement: Assumptions about older employees’ ambitions, skills, or remaining career tenure can lead to them being overlooked for promotions or professional development opportunities.
- Exclusion from projects or decision-making: Employers may exclude older workers from important meetings or projects, believing that their input would not be valuable or that younger employees have more fresh and innovative ideas.
- Forced retirement or age-based layoffs: In some cases, older workers may be pressured to retire early or face age-based layoffs due to the misconceptions that they are less productive or cost-effective.
Age discrimination can have a significant negative impact on older workers’ well-being. When faced with age-based stereotypes and biases, older employees may experience a decline in their self-confidence and self-worth. This can lead to feelings of isolation and exclusion, as they may perceive that their contributions are undervalued or that they are no longer seen as valuable members of the team.
These negative emotions can have a detrimental effect on older workers’ job satisfaction, motivation, and overall quality of life.
Why should businesses care about ageism?
Ageism in the workplace has significant economic consequences for businesses, primarily due to the underutilisation of older employees’ valuable skills and experience. This results in a substantial loss of productivity, as the knowledge and insights that older workers bring to the table are often overlooked.
Diverse age groups within teams can foster innovation and creativity through varied perspectives and experiences. In fact, one study found that by increasing the share of older workers by 10%, companies can generate a one-off gain worth more than a year of growth. By sidelining older workers, organisations miss out on this innovation potential, which could hinder their growth and competitiveness.
Age-based discrimination can also lead to higher rates of turnover among older workers. Replacing older workers can be costly, as businesses need to invest in recruitment efforts, onboarding processes, and training new employees.
According to the Work Institute, the cost of replacing an employee can be substantial, averaging one-third of their annual salary. Gallup’s estimates are even higher, suggesting that finding a suitable replacement can cost between half and twice the original employee’s salary.
Beyond the direct financial costs of replacing older employees, companies may also lose valuable experience and expertise that can be difficult to replace. It can also disrupt team dynamics and morale, leading to decreased productivity and increased conflict, negatively impacting the overall work environment.
How to overcome ageism in the workplace
Foster a culture of diversity and inclusion
Foster a culture of diversity and inclusion that values the contributions of employees of all ages. Through open communication, collaboration, and mutual respect, employers can help bridge generational gaps ensuring that employees of all ages feel empowered to contribute their perspectives and expertise.
Unconscious bias training can be particularly effective in helping people recognise and address their own implicit biases, which can contribute to ageism. By tackling these biases, individuals can become more mindful of their own assumptions and stereotypes, leading to more equitable and inclusive interactions with colleagues of all ages.
Invest in team training
Provide training and development programmes to help older workers stay informed with industry trends and technologies. These programmes can include workshops, seminars, and online courses on topics such as digital literacy, data analytics, and emerging technologies.
By offering learning and development opportunities for older workers to build on their skills and expertise, organisations can help them adapt to changing demands in the workplace.
Develop mentorship programmes
Mentorships provide opportunities for intergenerational learning and collaboration. Mentors and mentees can learn from each other’s experiences and perspectives, promoting a greater understanding and appreciation of different age groups. These interactions can also challenge and address stereotypes and biases about older workers.
Review workplace policies
Policy changes are essential for addressing ageism in the workplace. Organisations should review and update their policies and practices to ensure they are free from age discrimination. This may involve revising hiring, promotion, and training policies, as well as implementing measures to prevent age-based harassment.
You could also develop policies that address the specific needs of older workers, such as health and safety accommodations and retirement planning.
Offer flexible working arrangements
Older workers may have family or caregiving responsibilities that can make it difficult to maintain a traditional 9-to-5 schedule. They may also have health conditions that require flexible work arrangements, such as reduced hours or flexible schedules. By offering such adjustments, organisations can demonstrate their commitment to supporting older workers, helping them balance their work and personal lives, reducing stress and improving job satisfaction.
By taking these steps, businesses can create more equitable environments that benefit employees of all ages and contribute to a more inclusive and sustainable workforce.
