The Ugly Truth: Confirmation Bias is Making Age-Discrimination Worse

Age discrimination or ageism - the bias against individuals based on their age - is a pervasive issue in many workplaces. In the United States, approximately 13,000 complaints were filed in 2021 under the Age Discrimination in Employment Act (ADEA), which protects all workers over the age of 40. However, these figures do not take into account cases filed under state laws. According to legal experts, the number of complaints filed only represents a small fraction of the actual incidents of age discrimination.

In 2022, the Equal Employment Opportunity Commission ( EEOC ) filed 94 lawsuits, which is a slight decrease from the 114 lawsuits filed in fiscal 2021, but it is still higher than the number filed in 2020, when the Covid-19 pandemic led to a sharp decline in filings at just 33.

According to survey research from AARP , one in five adults age (21%) over the age of 50 reported that they have experienced age discrimination since turning 40 years old.

According to survey research from AARP , one in five adults (21%) over the age of 50 reported that they have experienced age discrimination since turning 40 years old. The survey results indicate a high level of support for change among older adults, with nine out of ten (89%) of those age 50 and above agreeing that older Americans should be protected from discrimination. Additionally, nine out of ten (92%) of respondents support measures to strengthen age discrimination laws, with over half expressing strong support.

Confirmation bias in perpetuating ageism

Confirmation bias refers to the tendency to seek out, interpret, favor, and remember information in a way that confirms one's preexisting beliefs or hypotheses. This cognitive bias can have significant implications when individuals experience discrimination, particularly when it comes to age discrimination.

Confirmation bias can contribute to age discrimination in several ways. For example, individuals who hold negative stereotypes about older people may be more likely to interpret the actions of older workers in a negative light, even when their behavior is not different from that of younger workers. This can lead to unfair evaluations, disciplinary actions, and missed opportunities for older workers.

Additionally, confirmation bias can lead to a lack of self-awareness, making it harder for individuals to recognize and address their own biases.

Additionally, confirmation bias can lead to a lack of self-awareness, making it harder for individuals to recognize and address their own biases. This can make it difficult for individuals to understand how their actions or attitudes might be contributing to discrimination, and can make it harder for them to take steps to correct their behavior. Group think can further exacerbate this.

Confirmation bias can also perpetuate discrimination by making it difficult for individuals to recognize and acknowledge discrimination when it occurs. For example, older workers may be more likely to attribute negative experiences in the workplace to factors other than age discrimination, such as poor performance or lack of qualifications. This can make it harder for older workers to take action against discrimination, and can make it harder for organizations to address discrimination when it occurs.

It is important to note that age discrimination is not only limited to older workers, as there are also cases of discrimination against younger workers, often referred to as reverse age discrimination. Age discrimination is age discrimination, despite the lack of legal protection for workers younger than 40.

Confirmation bias feeds internalized ageism too

Internalized ageism can affect an older worker in a number of ways. It can lead to negative self-perception, self-doubt and limiting beliefs about their own abilities and value as an employee. For example, internalized ageism can make an older worker believe that they are less capable, less productive, or less valuable than younger workers. These beliefs can lead to feelings of insecurity, anxiety, and self-doubt, which can negatively impact their work performance and productivity.

Internalized ageism can also lead to older workers believing that age-discrimination exists in their workplace, even if it doesn't.

Internalized ageism can also lead to older workers believing that age-discrimination exists in their workplace, even if it doesn't. They may perceive negative comments or situations as age-related, rather than a constructive evaluation of their work performance, and may overreact or misinterpret feedback or situations as discriminatory, which can impact their interactions with colleagues and supervisors. Workers may become less willing to accept feedback or criticism, which can lead to a lack of growth or development in their skills and abilities.

Further, they may begin to believe that any mistakes or shortcomings in their performance are a result of the perceived negative bias of others towards them, rather than their own abilities or effort. This can lead to feelings of frustration, resentment and demotivation, which can negatively affect their work and productivity. It may also lead to workers to disengage from their work, and they may not put in the same effort and may not be as motivated to improve their skills or take on additional responsibilities.

Actionable steps to confront confirmation bias

To mitigate the effects of confirmation bias, it is essential for individuals and organizations to actively work to recognize and address their own biases. This can include educating oneself on the effects of confirmation bias, seeking out diverse perspectives, and actively working to be more aware of one's own biases. Additionally, organizations can implement policies and practices that promote diversity, equity, and inclusion, and ensure that discrimination is promptly addressed when it occurs.

If a worker believes they are the victim of age-discrimination at work, they should take the following steps:

1. Gather facts and evidence: Collect and document any facts and evidence related to the alleged discrimination, such as emails, performance evaluations, and notes from meetings.
2. Seek out diverse perspectives: Seek out and consider perspectives from colleagues, supervisors, or other employees who may have witnessed or experienced similar situations.
3. Reflect on your own assumptions: Reflect on your own assumptions about age, and actively question any preconceptions you may have about older workers and age-discrimination. Consider that internalized agism may be playing a role in your perception.
4. Be open-minded: Be open to new information and consider alternative explanations for situations, this can help to avoid jumping to conclusions based on confirmation bias.
5. Seek feedback: Seek feedback from colleagues, supervisors, or other trusted sources, this can help identify any age-based biases and provide alternative perspectives.

Organizations, other the other hand, can take several steps to mitigate confirmation bias as it relates to age-discrimination at work:

1. Implement age-diverse recruitment and hiring practices: Encourage diversity in recruitment and hiring by implementing practices such as targeting older workers or setting specific age-diversity goals that create and age-inclusive work environment. They can also provide regular training for employees on age-diversity in the workplace and how to identify and avoid age-discrimination.
2. Encourage intergenerational or mutual mentoring: Encourage employees of different ages to mentor and work with each other, which can help to break down age-based stereotypes and biases.
3. Create an inclusive culture: Create a culture that values and respects employees of all ages, and encourages open communication and collaboration. Communication breakdowns between different age groups are common and can create conflict and misunderstanding at work.
4. Encourage open communication and reporting: Encourage employees to report any instances of age-discrimination they may experience or witness, and have a clear process in place to handle such reports.
5. Regularly review and measure: Regularly review and measure the age-diversity of the workplace, and take steps to address any imbalances that may be contributing to age-discrimination, or the perception of ageism.

What if it really is age-discrimination?

If you believe you have been a victim of age-discrimination in the workplace, it is important to take action. One of the first steps you should take is to consult an attorney or an organization that specializes in age-discrimination. They can advise you on your rights and provide guidance on how to address the issue.

Additionally, it is important to educate yourself on age-discrimination laws and your rights as an employee, as this can empower you to take action and advocate for yourself. Once you have enough evidence and have considered all the steps, you can report the discrimination to the appropriate authorities in your workplace, such as the human resources department or the EEOC.

Organizations have an important role in combating age-discrimination too, and they should take a proactive approach to this nefarious bias. This includes investigating and taking appropriate action on any reported or suspected cases of age-discrimination, promoting an inclusive environment in which employees of all ages feel respected, valued and supported, and regularly checking and updating company policies and procedures to ensure they are not discriminatory and align with current laws. Additionally, organizations should review their policies and processes to ensure they do not discriminate against older workers and make necessary changes, as needed.

We all have a responsibility in shaping the future of work. By taking steps to reduce the impact of confirmation bias, both individuals and organizations can play a role in mitigating the serious implications of discrimination, particularly ageism in the workplace. This includes taking proactive steps to create a more inclusive and equitable workplace for all, addressing internalized ageism, and taking action on age-discrimination allegations when they are raised.

Schedule a consultation with The Super Age today to gain strategic foresight into future of work and the essential role that older workers have in our economy. To learn more about our demographic future, pick-up a copy of The Super Age: Decoding Our Demographic Destiny today.