How To Handle Ageism In The Workplace
The workplace gender divide has always been prominent. The 10th McKinsey Women in the Workplace Report highlights how only 81 women for every 100 men are promoted to a management position. Another prominent issue often overlooked is ageism. 49% of women in their 20s and 37% of those in their 30s believe their age has negatively impacted their careers.
The US Age Discrimination in Employment Act forbids age-based discrimination against people over 40, not covering most millennials and incoming Gen Z workers. A survey by Women of Influence found that 80% of respondents witnessed other women being treated differently due to their age.
What Does Age-Based Discrimination Look Like?
Some millennial women are viewed as having responsibilities as a parent or caregiver, while the youngest of the workforce are seen as inexperienced. Rachel Thomas, CEO of Lean In explains to NBC that characteristics of workplace ageism include constant probing questions about your age or qualifications, being told you are not qualified for a project or promotion based on your age, or general bias and discrimination. Rachel also told Forbes that young women are “twice as likely to experience age-focused micro-aggressions” than men, yet companies seem to put more effort into addressing gender disparities, rather than approaching age.
Researchers share with Harvard Business Review that often “softer” discrimination occurs discreetly, stemming from jokes and comments. These incidents being much harder to report. Women at both ends of the workforce, both the youngest and the most experienced, are most likely to suffer this type of discrimination. Younger employees are often signaled for having less skills to offer. Their older counterparts may struggle for contract extensions, promotions, or the ability to change careers, feeling they even have to downplay their experience.
What Can Companies Do?
Experts tell CNBC they encourage managers to foster a collaborative environment, establishing a cross-generational culture to improve trust and support. Integrating a mentorship program also enhances rapport and develop stronger relationships between colleagues. This collaborative environment equally impacts more experienced employees who may feel a threat to their job security.
Sheila Callaham, Executive Director of Age Equity Alliance, shared suggestions with Forbes. All of which are to ensure all policies across the company are age-neutral, encourage audits, and avoid bias. This needs to start from recruitment so potential candidates are never excluded due to their age or are asked about plans to have a family or retire. The same applies when companies make decisions to reduce their staff and basing these on capability and past performance alone. On a day-to-day level, experts advise ensuring absence of negative internal language that amplifies ageist stereotypes and creates mistrust. Not only do these policies support the fight against ageism, but they encourage a diverse work-force.
The Center for Workforce Inclusion recommends ensuring diversity is represented within company management and leadership, regardless of gender or age.
What Can Employees Do?
Overall, ageism at work is likely to remain an ongoing issue until more change occurs from the top down. In the meantime, women should not be afraid to speak up and be willing to address bias. In cases of repetitive discrimination, reporting incidents and filing a complaint may be necessary.
Experts told CNBC that it’s important to identify how much of these stereotypes are internalized. If individuals can express positive self-perception towards their age, they may understand their value and feel increasingly able to fight age-based discrimination. Adopting a growth mindset, learning skills, and new software also supports confidence.
Experts shared with The Washington Post that employees should self-advocate by being respectful but remaining confident. To be aware of language which may be considered ageist and focus on building relationships with colleagues. Ultimately, it’s important to stay true to what you can offer based on where you are in your career, rather than feeling you have to appear older or younger.
