Is Ageism the New Racism?

Inspired by Stephen Murtagh, MBA post https://lnkd.in/dTy4CUKE on LinkedIn.

Ageism, like racism, is a form of discrimination rooted in stereotypes, though ageism manifests uniquely, impacting people at all career stages. Could ageism be a kind of systemic prejudice, isolating people based on age much like race can? This article explores the complexities of ageism across generations and considers ways to foster inclusivity without marginalizing any group.

One perspective asserts that #ageism, like racism, limits people based on fixed attributes—whether skin color or age—imposing invisible yet powerful restrictions on their participation and worth in society. This view, supported by experts such as the #World Health Organization (WHO), argues that negative stereotypes against older individuals are ingrained in global norms, with studies indicating that nearly half of the world’s population holds ageist attitudes.

Critics of this analogy, however, point out that racism involves a legacy of generational trauma, social inequality, and systemic violence that may not fully align with ageism’s challenges. Here, they argue, the comparison might overlook the unique historical and societal roots of racism, potentially diminishing its particular impacts.

For younger thinkers, there’s sometimes frustration around the idea of ageism as the "new racism." They may question: Does equating ageism to racism undermine the unique cultural and historical battles that marginalized racial groups have endured?

Might this comparison overshadow the specific forms of discrimination and harm that racism, sexism, and ableism represent?

Conversely, for many older individuals, the experience of being ignored, infantilized, or marginalized speaks to the urgency of this issue. Human Rights Watch has documented how, in times of crisis, older people are routinely left without adequate care or emergency planning, suffering from policies that don’t prioritize them. Should #ageism be treated as a distinct societal problem, or does it warrant comparison to racism, suggesting a broader, intersectional approach to tackling prejudice?

In framing this discussion, we must ask: Can ageism be understood fully without comparing it to other social issues? Or does recognizing its intersection with racism, sexism, and ableism lead to a deeper empathy and understanding of all forms of discrimination?

Is it possible that, by addressing ageism as we would other forms of systemic bias, we may finally bring about the broader, equitable society that advocates envision?

Ultimately, acknowledging these complexities may inspire. To combat ageism and embrace an inclusive future, it’s crucial to include the voices of both older and younger generations in policymaking, creating dialogue across age lines. In fostering empathy, we bridge gaps, challenge our biases, and, ideally, move toward a society that values dignity at every stage of life.

Age and Opportunity: Can We Balance Inclusion Across Generations?

For seasoned professionals over 45, ageism often results in being labeled as "overqualified" or "too set in their ways." Companies could consider creating age-positive work environments where the knowledge and expertise of older employees are valued, allowing younger colleagues to serve as mentors for skills like digital proficiency and emerging industry tools.

Yet, could such a setup help bridge gaps or might it inadvertently perpetuate age-based divides?

Younger professionals entering the job market often encounter ageism differently. Many are told they need “two years of experience” even for entry-level roles, which creates a barrier that can feel insurmountable. One idea is to implement a mentorship program that pairs young professionals with experienced mentors before they even enter the #jobmarket, allowing them to build relevant experience and grow their networks.

Could a formalized mentorship program during university, which continues through the early stages of a career, be the bridge needed to help young people break into the workforce?

Consider also the unique challenges faced by mid-career professionals who took breaks for caregiving, especially women returning to the workforce after raising children. Facing age and career-break biases, they often struggle to re-establish their roles. Compounding this, many middle-aged individuals are pushed toward entrepreneurship, whether by society, family, or friends. And while #entrepreneurship may offer freedom, it’s not the right path for everyone. For many, this kind of encouragement is unrealistic and can lead to disillusionment, impacting them, their families, and ultimately the society we’re building.

Are we fostering a dangerous "optimism bias" by implying all middle-aged professionals can become the next Elon Musk?

AI-driven hiring tools offer both promise and risk in ageism. When designed thoughtfully, these systems can avoid age filters and emphasize skills and adaptability. But what guardrails do we need to ensure AI doesn’t inadvertently reinforce biases that leave both younger and older professionals overlooked?

A mentorship program that spans across age groups, with younger professionals teaching new technologies and older professionals sharing industry knowledge, might pave the way for true inclusion. Such a system could be integral to avoiding the pitfalls of ageism on both sides, empowering individuals regardless of their life stage to thrive.

On the end, as far as I’m concerned, the answer is no—ageism isn’t some new form of discrimination but rather an age-old bias that has evolved with humanity. It’s true that younger generations today may express it more openly, sometimes dismissing older generations in ways that, in the past, would have been subtler or more respectful. However, the fundamental issue remains the same: a repeated tendency to undervalue those in other age groups, often to society’s detriment.

#coachneno

While we may frame #ageism as a modern issue, history shows that each generation has always wrestled with its predecessors and, eventually, with those coming after. The real challenge lies in acknowledging these biases and creating structures—like mentorship programs, age-positive policies, and opportunities for skill-sharing across generations—that can foster mutual respect and growth. If we’re to avoid the dangers of a divided society, we must recognize and address these tendencies, focusing not on generational divides but on shared progress.

Let’s keep the conversation going. The goal should be a society where age is seen as an asset, not a liability, and where each generation has a chance to contribute meaningfully to our shared future.

#Ageism #Mentorship #InclusiveWorkplace #YouthAndExperience #EqualOpportunities #CareerDiversity #IntergenerationalTeams #JustSaying

Disclaimer :This article, written in good faith, provides a brief exploration of ageism. Given the complexity of this issue, it aims to start a discussion on LinkedIn—please join the conversation and share your perspectives. How do we create workplaces where age diversity is truly valued?