What do you do if you're facing ageism in the workplace?

Acknowledge and identify instances of ageism in the workplace, such as discriminatory remarks, exclusion from opportunities, or unfair treatment based on age. Understanding and recognizing ageism is the first step towards addressing it effectively.

I started my consulting firm 11 years back. Even though I was heading HR for a renowned MNC in India, being a female in mid thirties was a challenge. I was considered too young to be advising, coaching CEOs or facilitating a session with senior participants. I dug in my heels, made sure that I was heard, even if I had to interrupt or raise my voice. And soon my being relatively younger than my audience stopped being an issue. Now, I am a generation X. With Millennials and Zillenials joining the client teams, I often find them questioning my ‘ability to keep up with the evolving times’. Asking them meaningful questions about their own company and directing the conversation towards what they want to achieve and how gets the work done.

Enfrentarse a la discriminación por edad en el lugar de trabajo puede ser desafiante y desalentador. Aquí hay algunos pasos a considerar si te encuentras en esta situación: 1.Procura analizar OBJETIVAMENTE los hechos que están provocando esa discriminación para poder aportar información concluyente en caso necesario. 2.No te lleves esta situación a lo personal. No permitas que se mine tu autoestima, tu capacidad y tu potencial. 4.Comparte esta situación a nivel interno con responsables o departamentos pertinentes. 3.Busca asesoramiento legal. Permite a los expertos hacer su trabajo, mientras tú trabajas tu mentalidad y actitud para salir adelante. 4.Sigue creyendo en tu valía. Ahí fuera hay un equipo que te necesita.

Combatting Ageism in the Workplace: Key Strategies 1. Highlight Your Value: Emphasize your experience, skills, & expertise that make you an asset to the team. 2. Stay Current: Keep updating your skills & knowledge to remain competitive in the evolving job market. 3. Network Effectively: Leverage your professional network to explore opportunities & combat stereotypes. 4. Address Stereotypes Directly: Challenge ageist assumptions by showcasing your adaptability & willingness to learn 5. Seek Allies: Find advocates within your organization who can support you in challenging discriminatory practices 6. Consider Legal Recourse: If necessary, explore legal options to address instances of blatant age discrimination. Don't let ageism hold you back!

As ageism is undoubtedly alive and well in US corporate culture, particularly sex-based ageism, it’s critical to notify your employer in writing if the terms or conditions of your employment feel degraded or different for you because of age.

Familiarize yourself with laws and company policies related to age discrimination in the workplace. In many countries, there are legal protections against age-based discrimination in employment. Knowing your rights empowers you to take appropriate action if you experience ageism.

The Age Discrimination in Employment Act makes it illegal to discriminate against workers over the age of 40 on the basis of age. It applies to employers with 20 or more employees. But don’t forget state and local law, which can sometimes be more generous. For instance, in Washington, D.C., where I practice, the DC Human Rights law makes it illegal to discriminate on the basis of age, regardless of what your age is. The DCHRA also applies to any size employer. Always advisable to schedule a consultation with a lawyer in your state to make sure you’ve covered all of your bases.

Under federal law, if you’re being harassed based on age, or subjected to a hostile work environment, or generally treated differently if you’re 40+ years of age, that’s illegal age discrimination, and your state and city anti-discrimination laws say the same, although some local laws also allow so-called “reverse” age discrimination claims for those over 18, such as what the NYC Human Rights Law provides.

Keep detailed records of any instances of ageism you encounter, including dates, times, witnesses, and specific details of the incidents. Documenting these occurrences strengthens your case if you need to report or address age discrimination formally. It provides evidence to support your claims and helps demonstrate a pattern of discriminatory behavior.

The dialogue is opened by formally raising your age-based differential treatment concerns in writing, and then continue to document all conversations back to HR by email, to keep an ongoing paper trail of the situation, their commitments to you, and any further discrimination or retaliation you’re suffering thereafter.

You may seek support from an employee rights lawyer in your state who can assist you to properly document your protected concerns so that in the event that the “marriage” can’t be saved, you’ll be a stronger position to leverage severance to leave their employ.

One thing I have found helpful when confronting any type of ism at work is to create open and safe communication environments to build new relationships with others that might not understand. Create space for multigenerational programs, project and collaboration to find community and commonality and then understanding others perspectives come easier.

As an at will employee without a personal services contract or union contract, it’s always a David and Goliath situation, so the only way to sharpen your sling skills is to oppose unlawful employment practices in writing, as retaliatory backlash is illegal. Employers are permitted to fire at will employees at any time, for any reason, or for no reason at all, so if you know or suspect that you’re drawing the short straw at work because of age, then documenting your concerns is the weapon of choice, as it’s really all you’ve got.