Ageism in the Spotlight: Lessons from the Tina Turner Documentary

Recently, I watched the captivating Tina Turner documentary on Netflix (don't miss out on this!), which highlighted the remarkable journey of the music legend. Tina's story is one of resilience, talent, and triumph over adversity. While she faced many challenges throughout her career, one aspect that caught my attention was her struggle with ageism.

When a change of management occurred at Capitol Records, a top executive wanted to drop Turner due to her age. Had they succeeded, the world might have missed out on iconic hits like "Simply The Best," "I Can't Stand the Rain," "GoldenEye," and "What's Love Got to Do With It?" This made me think about how organizations might be missing out on immense talent due to age-based discrimination.

The Hidden Consequences of Ageism

Ageism is a pervasive issue that affects not only the music industry but all sectors. When organizations overlook or undervalue older employees, they risk losing valuable knowledge, experience, and creativity. By sidelining these individuals, companies are missing out on potential innovations and opportunities for growth.

Lessons from Tina Turner's Experience

Watching the Tina Turner documentary sparked so many different lessons on combating ageism in the workplace withing me that I had to share this via this newsletter as well:

1. Recognizing and Nurturing Talent Regardless of Age: The Tina Turner documentary showed the importance of focusing on an individual's skills, experience, and potential contributions rather than their age. Advice: By valuing talent irrespective of age, organizations can create a more inclusive environment and benefit from the unique perspectives that come with age diversity.
2. Challenging Stereotypes and Biases: Tina Turner's story serves as a reminder to question societal stereotypes surrounding aging and to address ageist attitudes in the workplace. Advice: By challenging these assumptions and promoting awareness, organizations can foster a more equitable and inclusive work culture that empowers employees of all ages.
3. Promoting Age Diversity and Inclusion: The documentary highlights the need for organizations to adopt policies and practices that support age diversity. Advice: Implement age-neutral recruitment processes, offering flexible work arrangements, and creating a supportive environment where employees of all ages can thrive.
4. Encouraging Lifelong Learning and Skill Development: Tina Turner's continuous evolution as an artist demonstrates the value of lifelong learning in combating ageism in the workplace. Advice: Provide opportunities for the senior workforce to develop new skills and stay current in their fields, organizations can enhance job satisfaction and ensure they remain valuable contributors to the team.
5. Leveraging Mentorship and Collaboration: Tina Turner's collaborations with various artists and industry professionals showcase the power of mentorship and collaboration in overcoming ageism in the workplace. Advice: By fostering intergenerational relationships, organizations can facilitate knowledge sharing, mutual understanding, and skill development, ultimately benefiting employees of all ages.

Conclusion: Embracing Age Diversity for a Stronger Workforce

The story of Tina Turner serves as a powerful reminder of the potential that lies within older individuals. By embracing age diversity, organizations can tap into a wealth of experience and knowledge, fostering innovation and growth.

Let us learn from Tina Turner's incredible journey and challenge ageism in our workplaces. By doing so, we can create a more inclusive, equitable, and vibrant society where everyone has the opportunity to contribute and thrive, regardless of their age.

Thank you Tina Turner for being a trail blazer, showing the power of resiliency and for sharing your epic dance moves with us!

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Amplify DEI

The Amplify DEI Newsletter is a newsletter that focuses on amplifying diversity, equity, and inclusion in order to activate and apply the inclusive mindset. Vivian Acquah is also known as the Inclusive Workplace Wellness Advocate (aka speaker, moderator, coach, facilitator). She is committed to making topics related to workplace wellness & DEI accessible to everyone.?

Her last name means water, and yes from to time she is being hired to put out fires related to diversity, equity, and inclusion. Her unique value is that she provides people with the right tools at the right time to embrace inclusive changes, especially when you want to prevent these fires from happening.?

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Thanks for reading!

Disclaimer/Warning:?it is important to share that Vivian Acquah is known for mentioning food a couple of times during a conversation, workshop, or training.

Vivian can’t be held responsible for any (unhealthy) cravings. Have your snacks ready when reading her posts or when talking to her.?

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Free resources to activate or boost your DEI journey

• Key Questions DEI Professionals Should Ask Hiring Managers During Interviews
• Best DEI Coaching: Supporting Leaders in Activating Their DEI Muscle
• 6 Crucial steps to create and activate your DEI roadmap