Beyond Age: Creating an Inclusive Workplace for All Generations
As leaders, it's important for us to create inclusive and respectful work environments for all employees. Unfortunately, ageism is a form of discrimination that often goes unnoticed. Ageism is defined as prejudice or discrimination based on age, and it can take many forms in the workplace. In this newsletter, we'll discuss how to identify ageism, how it impacts those close to retirement, what to do when faced with ageism, and provide recommendations on how to deal with it.
Identifying Ageism
One of the most significant ways to identify ageism in the workplace is to pay attention to the language and attitudes used toward different age groups. For instance, referring to younger colleagues as "digital natives" while dismissing older colleagues as "technologically challenged" perpetuates stereotypes about each group's abilities. Another red flag is when older workers are consistently given less challenging tasks despite their years of experience, or overlooked for promotions.
Those Close to Retirement
Ageism can have a significant impact on employees who are close to retirement. This can leave employees feeling undervalued, overlooked, and passed over for promotions or important projects. They may feel that their contributions are no longer appreciated or needed, which can lead to decreased job satisfaction. Worse yet, they may be subject to layoffs/terminations cloaked in organizational restructuring, and consolidation of positions related to acquisitions. These workers often have a higher vacation/time off accrual rate or richer benefits including their retirement plans.
What to Do When Faced with Ageism
If you witness or experience ageism happening in your workplace, it's important to take action. You can start by speaking up against any discriminatory behavior you observe and addressing the person engaging in it directly. If you're uncomfortable doing so, consider talking to a manager or HR representative who can intervene on your behalf. It’s also crucial to understand the legal protections afforded to different age groups under anti-discrimination laws such as the Age Discrimination in Employment Act (ADEA) and the Equal Employment Opportunity Commission (EEOC) and receive a Notice of Right to Sue. This includes but is not limited to:
Protects those age 40 and older
Employers are prohibited from making hiring and firing decisions based on age
Mandating retirement at a certain age
Organizations with 20 or more workers
Aims to minimize the damaging effects of long-term unemployment for older workers
Addressing Ageism
To combat ageism in our workplaces, we must take an active role in creating an environment that values diversity and inclusivity at all levels. This means providing equal opportunities for training and development regardless of age, promoting intergenerational collaboration among teams, and recognizing employees' contributions regardless of their position or title. By doing so, we can create a work environment that values employees of all ages and promotes fairness and equality.
When workers are subject to layoffs or termination, it is important to refrain from signing any separation paperwork with an organization. Instead, request time to review the paperwork and consider involving the EEOC or an attorney to assure your rights are not being compromised.
Resources and Tools
There are many resources available on how to promote an inclusive work environment that values older workers' skills and experience. AARP offers a toolkit to help employers avoid age bias in recruitment and hiring, and the Society for Human Resource Management (SHRM) provides guidelines on creating an age-friendly workplace culture. ADEC and EEOC provide more details about employment rights related to age.
In conclusion, we all have a role to play in addressing ageism in the workplace. By identifying the signs of discrimination and taking action when it occurs, we can create a work environment that values employees of all ages and promotes fairness and equality.
“Fear of dying is human. Fear of aging is cultural.”
Read more about this topic:
"This Chair Rocks: A Manifesto Against Ageism" by Ashton Applewhite
"The Age Advantage: Making the Most of Your Midlife Career Transition" by Jean Erickson Walker and Joanne Cleaver
"How to Fight Ageism in the Workplace" TED Talk by Ashton Applewhite
Organizations and websites that offer resources and support for those facing ageism in the workplace:
On Brand: Shape Your Narrative. Share Your Vision. Shift Their Perception.
This is Aliza Licht’s second book and she has a fascinating background that provides powerful lessons to anyone looking to better understand who they are, what their strengths are, and how to shape and share that story with others.
Aliza also has a great online community and podcast where she shares her perspective, advice, and experience.
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This week’s feature is from Tomas Gorny:
“Success is not an overnight phenomenon.
It is the result of perseverance, determination, and consistent effort.”
Society loves to celebrate the viral hit and overnight success.
We long for the “easy button” of instant gratification.
But so often we underestimate the power of consistency. Showing up every day even in small ways to move towards our goals.
Let’s embrace showing up ev eryday for ourselves and our goals!
