by Wendy Campbell
WHAT IS AGEISM
Ageism occurs when an assumption is made about another individual based on their age. It involves stereotyping or discriminating against someone and can occur in the workplace and one’s personal life.
Such discrimination is often based on serious misconceptions regarding what a person is or is not able to do, according to their age.
While ageism is directed at older adults as well as young people, our culture tends to glorify youth so that older adults are more often the victims of age-based discrimination.
There are many myths about older workers that permeate Western society – that those over 50 are resistant to change, technophobic, less energetic, less creative, less innovative, don’t want to learn new skills and are just putting in time until retirement.
These messages show up in the media, commercials or television shows that depict older adults as incapable of looking after themselves.
According to a recent article by Sheldon Reid he describes the four types of ageism to include:
- Personal ageism is a person’s own bias.
- Institutional ageism occurs within an organization and can be seen within the organization’s policies.
- Intentional ageism occurs with full knowledge that a person is being discriminated against.
- Unintentional ageism is implicit and carried out without awareness.
AGEISM IN THE WORKPLACE
Many provinces and territories in Canada have human rights codes that protect employees and candidates from this kind of discrimination.
The Ontario Human Rights Commission prohibits employers from refusing to hire, train, or promote a person because of their age. The code also states that an employer cannot target an individual for termination, company reorganization or staff reduction because of their age.
Despite this legislation, ageism is still prevalent in many Canadian businesses today. According to a recent survey by Sheldon 78% of workers either witnessed or experienced age discrimination while at work.
While ageism can happen to anyone at any age, it is more typical for employees who are just starting their careers or nearing retirement age. The following are some examples of ageism at work.
Hiring and Promoting
Ageism in the context of hiring and promoting refers to discriminatory practices that favour or disfavour individuals based on their age when making employment decisions.
For example, it is common for employers to list the desired years of experience an individual should have before applying for a position rather than focusing on the skills and other qualifications required.
Job postings that include keywords such as flexible, energetic, and dynamic are most likely targeting the younger population. You may be denied a job because a recruiter labels you “overqualified.”
Ageism exists when employees over 50 are passed over for salary raises, challenging assignments, promotions, career opportunities, training, and where “lunch and learns” focus on the needs of the younger worker.
Marginalization
Marginalization is a discriminatory practice that affects both younger and older workers. It involves exclusion from meetings, denial of resources, limited access to training opportunities or services, etc.
Essentially it pushes employees to the sidelines of the company and undervalues their contributions.
Examples of marginalization include disregarding ideas and suggestions, reducing participation in decision making, excluding employees from important meetings such as discussions about the organization’s future strategy and refusing to provide challenging assignments that offer opportunities for advancement.
Forced retirement
It is not uncommon to see older employees assigned work well below their positions to encourage them to leave the organization.
Forced retirement is the involuntary job termination of an older worker. This can happen during a broader company restructuring or downsizing.
In a recent study by Victoria Tomlinson of “Next Up,” 56% of workers in the US aged 50 and older have been pushed out of their jobs before they actually wanted to retire.
Negative language
The use of negative language such as naïve, old, rookie, senile, or backward is blatantly ageist. Comments like “older people are so forgetful,” “older people don’t understand how the world is changing,” or “as you get older you get set in your ways” are generalized statements that also reflect an ageist attitude.
These words are often framed as playful or as a joke but can be very hurtful and have a harmful affect.
EFFECTS OF AGEISM
Discriminating against someone because of age negatively affects a business and its success.
Ageist attitudes, thoughts, and actions can do much more than just hurt feelings. Age bias and discrimination can have a significant effect on one’s mental and physical health, social life and sense of self worth.
Ageism is linked to poor health outcomes including chronic conditions and short-term health issues. It can also result in social isolation, loneliness, and financial stress.
HOW TO OVERCOME AGEISM IN YOUR JOB SEARCH
Ageism is something that midlife and older job applicants deal with often.
As a career counsellor, I provide support to individuals at all levels of an organization through their career transition. For those in their 50s and early 60s, the concern about ageism is very common and is often brought up in our meetings.
Though ageism can be hard to prove the following tips may help you protect yourself from age discrimination in your job search.
- Revamp your resume to include the most recent and relevant experience – typically you only need to go back 10-15 years in your work history
- Consider flexible work arrangements including part time and hybrid roles.
- Invest in your continued growth and development. Push yourself to consistently do better.
- Stay up to date on technological advances, job trends, and best practices
- Leverage your expertise and project a consistently high level of professionalism.
- Keep your network active and your options open.
- Pick the right employer. Assessing a company’s culture to ensure a good fit is important when looking for a new role.
- Stay active and positive.
To overcome ageism in the workplace we need to ensure everyone is treated equitably and employees of all ages feel valued and respected.
Fostering a diverse and inclusive workplace will not only create a more positive, ethical environment for employees of all demographics but will increase productivity and benefit an organization financially.