Perceived ageism at workplace – is it real ?

'My boss is younger than my son'. Age equals seniority at work - but not always. And why should it? However, we do need to talk about how to make it work - especially when ever younger hires are coming in to the workplace. - This was a great post I came across this morning by Dougal Shaw, BBC News. And I stopped and gave it a thought. It just resonated.

In our talks, round tables, conferences and the likes w.r.t. diversity and inclusion, other than gender, there has been some serious discussions around LGBTQ+, Disability, Millennials, Gen Y, and the Gen Z.

But, rarely do we speak of ageism. Does it not exist? Or is it that such a minuscule percentage of the working populations face it that so, it isn’t a “real” issue. Just thinking out loud. Most professionals would tell you that there is no ageism in their company, but reality might not be this straightforward. It's possible for age discrimination to go completely unnoticed. We cannot assume that we are in the clear because we work at a forward-thinking company.

A few months back I recall speaking to this young man who just got off the panel discussion chair and he mentioned that one of his major challenges has been that of dealing with the cold look - from his fellow panel speakers: “Oh you are just 23! You are here only because you are from the LGBT+ community, what other qualification do you have!?” He described to me that the disdain and negativity was palpable at most times. To confess, I too have faced my share of looks - before I start a session – many a times I have sensed a strong  â€œOh! You will tell us!?? ” Well, I take care of my health - I could share healthy living tips too ;) Most times I do get to open my mouth and allay their “fears” but, a lot of times I may not even get the chance to speak – who knows. Won’t know because wasn’t even given a chance.

I know of many young-looking colleagues, who admitted that, early in their career (some even now) sick of the humiliation of being mistaken for the “kid”, made a deliberate decision to grow a beard, get a haircut, wear a saree and some even started joining in with conversations about investments and mortgages – just to “look” mature” and taken seriously.

According to studies, discrimination on the grounds of being too young is at least as common as discrimination on the grounds of being too old ???♀? and 80 % of respondents believed that age discrimination against younger employees was a public issue in the workplace today. Age discrimination, or at least perceived age discrimination, against younger employees is a real issue in the workplace..

In my opinion age bias can rarely be seen in an overt way – it’s the presumptions, the snide looks , the negativity, the assumptions about your ability that undermine you at work. Its not just the “young”, the “older” people face it too – e.g. Learning opportunities being automatically offered to younger employees - not older ones. But, today maybe we just have time to look at one side. Maybe next time, the other.

Bias on the basis of age, young or old, is limiting. It does tend to limit us from possibilities, fresh ideas, energy, filling the talent gap etc etc. Yes, a 25+ years’ experience does count and the 23 year year old has not had the chance to level it up. But, it does not mean that they do not have the business acumen, capacity or the potential to do so.

When we are now standing upto sweeping assumptions on gender, identity, ability and the likes, wonder why we are still mum on the ageism – allowing it to flourish !?