10 Tips to Combat Ageism Within an Organization

Nearly 60 years after workplace age discrimination was outlawed, two out of three workers aged 45 to 74 say they have experienced age discrimination at work, according to AARP. A study published in JAMA (the Journal of the American Medical Association) found more than 90% of people between 50 and 80 experienced some level of ageism in their lives.

Discovering and addressing our internal biases and stereotypes is crucial. Ageism in the workplace is prevalent, but the good news is that awareness empowers us. Recognizing ageism in the workplace is just the beginning. Taking proactive steps to prevent it is key.

Raise Awareness

Foster a culture where individuals are mindful of ageist behaviors. Offer training sessions to educate employees on ageism and how to identify it. Schedule quarterly workshops where employees can learn about ageism through interactive activities, guest speakers, and group discussions.

Review HR Processes

Assess your hiring procedures to ensure age bias is not infiltrating your organization. Identify areas where improvements can be made. Conduct blind resume reviews where age-related information is removed to focus on candidates' skills and experiences.

Encourage open communication.

Create a safe and confidential reporting system for employees to share their experiences of ageism. This can be done through an anonymous reporting platform or a designated HR representative. For example, the organization can have a "Speak Up" hotline where employees can report any incidents of ageism.

Celebrate age diversity,

Organize events and activities that celebrate the diversity of ages within the organization. This can include intergenerational mentorship programs, age-themed celebrations, or even a "Wisdom Exchange" program where older employees share their expertise with younger colleagues.

Educate Managers

Managers play a vital role in leading by example. Equip them with the knowledge and skills to recognize and address ageist behaviors within their teams. Implement mandatory manager training sessions on diversity and inclusion, specifically focusing on age-related issues and how to support an age-diverse team.

Embrace Reverse Mentoring

Launch a reverse mentorship program to create a mutually beneficial learning experience between older and younger employees. Encourage them to learn from each other and challenge age biases. Pair senior employees with younger employees to share their expertise in areas like leadership and industry knowledge, while younger employees can provide insights into new technologies and social media trends.

Establish a Go-To Person

Clearly communicate to all employees who they can approach if they encounter ageism and are uncomfortable discussing it with their immediate manager. Designate a diversity and inclusion officer who is trained to handle ageism complaints and promote a safe and confidential reporting process.

Implement Flexible Work Arrangements

Offer flexible work options to accommodate the diverse needs of older employees, such as part-time roles, job-sharing, or remote work opportunities. Create a policy that allows employees to request flexible working arrangements and ensure that requests are fairly assessed based on business needs and employee circumstances.

Highlight Success Stories

Celebrate and promote the achievements of older employees within the organization to showcase their value and counteract ageist stereotypes. Feature success stories of older employees in company newsletters, on the intranet, and during team meetings to highlight their contributions and inspire others.

Promote Lifelong Learning

Encourage continuous learning and development for employees of all ages by providing access to training programs, workshops, and educational resources. Offer professional development stipends or access to online courses for all employees, emphasizing that learning and growth are continuous processes that benefit everyone.

Create Age-Inclusive Policies

Develop and enforce policies that explicitly prohibit age discrimination and promote age diversity within the workplace. Revise the company's code of conduct to include clear guidelines against age discrimination and ensure that all employees are aware of these policies through regular communication and training.

Foster Intergenerational Collaboration

Encourage projects and initiatives that bring together employees from different age groups to work collaboratively, leveraging their diverse perspectives and skills. Organize cross-generational teams for strategic projects or problem-solving workshops, ensuring a mix of ages and experiences to promote innovation and inclusivity.

Monitor and track progress.

Regularly monitor and track the organization's progress in reducing ageism. This can be done through surveys, focus groups, or anonymous feedback mechanisms. The organization can also set goals and metrics to measure the success of its ageism-reduction initiatives. For example, the organization can conduct an annual survey to gauge employee perceptions of ageism and track changes over time.

By implementing these additional strategies, organizations can create a more inclusive and supportive environment that values employees of all ages, ultimately helping to reduce and eliminate ageism in the workplace.