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.
