63% of UK workers over 45 feel they have faced ageism at work, whether in terms of hiring, promotions, or other workplace dynamics. The 2022 Age in the Workplace study by Aviva highlights the prevalence and impact of ageism, particularly in hiring and career advancement.
Age discrimination is defined as discrimination against someone because of their age, whether they are over the age of 40 or under the age of 40. While many countries have laws that prohibit age discrimination in employment, it remains a common problem in the workforce. This is an ongoing and insidious problem that affects both older and younger employees. It can manifest in various forms, including discrimination in hiring, promotions, pay, and job assignments. Age discrimination can have serious consequences for both individuals and organisations, leading to lost productivity, reduced morale, and a toxic work environment. In this article, we will examine the prevalence and impacts of age discrimination, as well as strategies for preventing and addressing it.
Discrimination in hiring and career progression
One of the main ways in which age discrimination manifests is in hiring. Older workers may be overlooked for job opportunities due to stereotypes about their ability to learn new skills or adapt to new technologies. Younger workers may also face discrimination, particularly if they are perceived as lacking in experience or not being “serious” about their careers. In some cases, employers may even have explicit policies that favour younger workers, such as requiring a certain number of years of experience or setting an upper age limit for job candidates.
Age discrimination can also occur in promotions and pay. Older workers may be passed over for promotions or receive smaller pay increases due to their age, while younger workers may be paid less due to their lack of experience. This can create a cycle of exclusion and disadvantage, as older workers miss out on opportunities to advance and younger workers are not able to build the skills and experience they need to progress up the corporate ladder.
In addition to these more overt forms of discrimination, ageism can also manifest in more subtle ways, such as through age-based jokes or comments, or through the assignment of certain tasks or responsibilities based on age. This type of discrimination can be particularly damaging because it is often more difficult to identify and address, and it can create a toxic and unwelcoming work environment for employees of all ages.
The impact of discrimination
For individuals the impacts of age discrimination can be significant. Older workers who face discrimination may have difficulty finding new employment, which can have serious financial consequences. They may also experience a decline in morale and self-esteem, which can lead to increased stress and a decreased sense of worth. Similarly, younger workers who face discrimination may struggle to gain the experience and skills they need to advance in their careers, leading to long-term career stagnation and financial insecurity.
Age discrimination can also have negative impacts on organisations. Companies that discriminate on the basis of age may have difficulty attracting and retaining top talent, as employees may be less likely to want to work for an organisation that does not value diversity and inclusion. Additionally, discrimination can lead to decreased productivity and morale, as employees who feel marginalised or unsupported are less likely to be engaged and motivated in their work. There are several strategies that organisations can use to promote age diversity and prevent discrimination.
So, what can be done to prevent and address age discrimination in the workplace?
How can we fix the problem?
Preventing age discrimination starts with having clear policies and procedures in place. Organisations should outline the steps that employees can take to report discrimination, as well as the steps that the organisation will take to investigate and address any complaints. In addition, all employees should be trained on these policies and procedures, and should understand the consequences for violating them.
Another key strategy for preventing age discrimination is promoting age diversity in hiring and promotion practices. This can include adopting diversity targets or setting up mentorship programs to encourage the development of younger workers. It can also involve seeking out candidates from a variety of age groups and avoiding making assumptions about the abilities of candidates based on their age.
In addition to these proactive measures, organisations can also work to create a culture of inclusivity and respect that values the contributions of employees of all ages. This can include fostering open and honest communication, promoting teamwork and collaboration, and offering support and resources to help employees of all ages succeed.
When it comes to addressing age discrimination, it is important for organisations to take any complaints or reports of discrimination seriously. This includes conducting thorough investigations and taking appropriate disciplinary action when necessary. In some cases, it may also be necessary to provide support and resources to help employees who have experienced discrimination to recover and move forward.
It is also important for organisations to be proactive in addressing the root causes of age discrimination. This may involve challenging ageist stereotypes and biases, and working to create a more inclusive and diverse work environment.
In Conclusion
Preventing and addressing age discrimination in the workplace is essential for creating a positive and productive work environment. By adopting clear policies and procedures, promoting age diversity, and creating a culture of inclusivity and respect, organisations can create a workplace that values the contributions of employees of all ages.