Tackling Ageism in the Workplace: Strategies and Insights

Ageism is a pervasive issue in the workplace, affecting employees and job seekers of all ages. It’s one of the few “isms” that everyone will encounter if they’re fortunate enough to live a long life. Over the past month, we’ve explored this topic deeply on my Get Hired podcast . Now, I want to bring you the actionable insights we’ve gathered from ageism experts, business leaders and more.

Understanding Ageism

Ageism is prejudice or discrimination against individuals based on their age. It often manifests in the workplace through hiring biases, promotion barriers, and stereotypes about older workers. According to a 2021 survey by AARP , 78% of workers aged 40 to 65 have seen or experienced age discrimination at work, the highest level since the advocacy organization began tracking it.

Why Addressing Ageism Matters

First and foremost, ageism robs many older workers of opportunities for no valid reason. We know this to be true due to the fact that older people spend — on average — weeks longer on unemployment than younger people. This discrimination creates disparities and can force many people into precarious financial situations.

Additionally, ageism can hit companies' bottom lines since older workers bring a wealth of experience, industry knowledge, and soft skills that are crucial for business success. “Midlife isn’t a crisis, it’s a calling,” said Chip Conley , co-founder and CEO of Modern Elder Academy . Conley’s own journey from boutique hotelier to a pivotal role at Airbnb illustrates how older workers can rejuvenate their careers and offer invaluable insights to any organization.

Creating Age-Inclusive Workplaces

Creating a more equitable playing field for all ages in the workforce requires everyone to tackle their own biases and speak up when something isn't fair. Here are some strategies shared by our experts:

• Implement Effective DEI Programs: Ensure that age is included as a criterion in your diversity, equity, and inclusion (DEI) programs. Create age-diverse teams and promote unbiased hiring processes.
• Leverage Intergenerational Teams: Research shows that intergenerational teams are more creative and effective. Encourage mentorship and collaboration across age groups to enhance problem-solving and innovation.
• Recognize the Value of Older Workers: 强生公司 CHRO Peter Fasolo, Ph.D. , emphasizes the importance of lifelong learning. Encourage older employees to continue developing their skills and provide opportunities for growth and development.
• Adjust Recruitment Practices: Avoid age-biased language in job postings. Terms like “digital native” or “recent college graduate” can deter older applicants. Instead, focus on the skills and experience needed for the role. Also, make sure recruiters are not only focusing on college campuses or other youth-focused environments.

Strategies for Job Seekers to Prevent and Overcome Ageism

Sadly, it will take time for stakeholders to create a level playing field when it comes to age in the workforce. Because of this, it's important to provide older workers with the tools to navigate the current reality where ageism is still a pervasive issue. Experts suggest you:

• Highlight Your Experience and Skills: AI can take over routine tasks, making human skills like problem-solving and social interactions more valuable, said Joseph Fuller from 美国哈佛商学院 . Fortunately, these skills are often where older people excel. When applying for jobs, emphasize your experience in these areas. Showcase your ability to handle complex customer interactions, for example, and your extensive industry knowledge.
• Stay Up to Date: “It’s not about your chronological age; it’s about whether you’ve kept up with the skills,” said Johnny C. Taylor, Jr., SHRM-SCP , who is the CEO of SHRM . He stressed the importance of keeping your skills current. Invest in learning new technologies and methodologies relevant to your field.
• Be Strategic: Older job seekers should treat themselves like VIPs, said Janine Vanderburg , founder of Changing the Narrative, a leading anti-ageism initiative . Understand the value that you and older workers, in general, bring to organizations, she said. Then, tailor your resume to highlight recent accomplishments and relevant skills. Use word clouds and AI tools to ensure your resume matches the job description closely.
• Prepare for Bias: Unfortunately, you may end up encountering ageist questions and comments during the hiring process. The experts I spoke with said it's important to be ready to address those assumptions. Highlight your continuous learning and adaptability. Share examples of how you’ve successfully worked in intergenerational teams and how your experience can benefit the company.

Overcoming Internalized Ageism

Regardless of your age or power within the workforce, one of the most important first steps you can take is to address your own internalized ageism.

As Ashton Applewhite , author of This Chair Rocks: A Manifesto Against Ageism , highlighted, ageism isn’t just external; it can be internalized. It’s essential to challenge our own biases and recognize the value we bring at any age. Educate yourself about aging and embrace a positive attitude toward getting older.

Combating ageism requires a multifaceted approach, involving both systemic changes and individual actions. Employers must recognize the invaluable contributions of older workers and create inclusive environments that leverage the strengths of a diverse workforce. Meanwhile, until things change, job seekers can navigate the current labor market more effectively by highlighting their unique skills and preparing for bias.

Listen to All the Tackling Ageism Episodes:

1.) Tackling Ageism: Thinking About Careers in Midlife and Beyond (Click Title for Transcript)

2.) Tackling Ageism: How to Get Hired in Mid-Life and Beyond (Click Title for Transcript)

3.) Tackling Ageism: Strategies for Fighting Age Bias at Work (Click Title for Transcript)

4.) Tackling Ageism: How Experts View Ageism in the Workforce (Click Title for Transcript)

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