Ageism is the stereotyping and discrimination of people based on their age – old or young. It doesn’t get talked about much in the corporate world, but it still very much exists. In fact, according to author John A. Jakle’s book, Aging and Work in American Society, almost 30% of workers over the age of 50 experience discrimination at work. The good news is that there are plenty of companies who are fighting back against ageism and proving that it can be eradicated from today’s workplace.
Our workplace is more diverse than in any point in history. Not only in terms of the makeup of men and women, but also gender identity, sexual preference and age. Currently, you can find five generations of workers in the workplace across the country currently. But surprisingly, only 8% of companies include age as part of their diversity strategy. Diversity teams are also multi generational teams. Here are some ways companies are fighting ageism in the workplace.
Age Related Remote Work Challenges
Older workers are often more invested in the corporate culture. They grew up with the promise of the corner office, expense accounts and two martini lunches. Workers over 50 typically grew up with terms like management by walking around, total quality and butts in seats. They are comfortable with the cultural structure of an office. Removing that structure can be unsettling. They are also less likely to be comfortable with technology compared to younger workers.
During the first few months of the Covid-19 pandemic, I shifted from my normal roles to providing help desk support. I lost track of the people who were in tears just trying to figure out basic functions like VPNs, webmail and remote desktop access. Most eventually got it, but many would rather not have to deal with it. I think a lot of people tolerated it thinking it would go away in a short period of time. But then it didn’t.
In contrast, younger workers grew up on technology. Switching to remote was less of a culture shock to those born after the Internet came into existence. If you look at the people who are struggling with remote work, they were probably born before 1980. The exception are likely those corner office holders who no longer have the same recognition over Zoom.
Companies who are developing remote work strategies need to consider the culture change that remote work has on older workers. They also need to be sensitive to their technical skills. Extra training and support should be available to all workers. They may need more time to get used to remote technology.
Ageism and Increasing Diversity
More and more companies, large and small, have pledged to try to increase diversity. In many cases, that’s not about hiring more minorities—it’s about hiring people who are different from your existing team. Hiring, or retaining, older workers helps with team diversity just like the inclusion of all groups. How can you encourage a truly diverse workforce?
Hiring Over 50s
People assume that hiring over 50s means you’re hiring less efficient, less productive workers. They couldn’t be more wrong. Older workers may need a little extra training to learn new technologies. But they have experience and wisdom to offer that far outweighs their younger counterparts. They can also act as mentors within their teams. They may have both domain knowledge and life knowledge that can benefit younger works.
Retaining Older Workers
Companies face a tough labor market and changing demographics with the great resignation. It’s more important than ever to be prepared for an older workforce. Younger workers may be more inclined to look for greener pastures. Older workers may be looking to stay involved, or may want to transition into retirement. With today’s changing work landscape there may be more opportunities to leverage senior workers that may not be looking for a full 40 hours in the office. They may be more concerned with their next tee time. For companies with older technology, remote work can be the solution to supporting their environments. You won’t find a lot of Cobol programmers on Indeed, but you may find them on Florida golf courses.
Reducing Fear of Losing Employment
At one time or another, we’ve all worried about how our bosses would react if they knew how old we were. It doesn’t matter whether you have been working there for five years or five days, those fears can make you less productive and add more stress to your life. At a certain point in their career, many people begin to think about their age, not just in terms of numbers but also with respect to performance and career advancement. With a remote office structure, there is less focus on physical elements of office status and advancement. Remote tools such as Teams or Zoom, tend to have an equalizing effect on inclusivity.
Promoting Younger Workers
Ageism can exist on both ends of the spectrum. In addition to being viewed as too old, some workers are also viewed as being too young. The key to fighting ageism in your company is to promote younger workers and offer them as much mentorship and training as possible. The old guard of workers will inevitably retire, so it’s important to develop their replacements now. Furthermore, younger workers can bring new perspective and fresh ideas that could invigorate your company.
Listening to Older Workers
Businesses that fail to listen to their older workers risk alienating an entire generation of loyal employees. Businesses should encourage and empower senior staff to develop leadership roles within their organizations. Employers can also support older workers by ensuring that they’re offered training opportunities and mentorship programs—not just for younger staff, but for older colleagues as well. The role of older workers is likely to change whether we are in or out of the office. We all can learn from our older worker and improve the diversity and inclusion of any company.
