In the realm of diversity and inclusion, we often direct our focus towards gender, ethnicity, and other marginalised groups, inadvertently overlooking the silent struggles faced by older adults in the workforce. Ageism, a pervasive issue worldwide, rears its head in various ways, leaving older workers to grapple with discrimination and exclusion writes Peter Mousaferiadis.

The problem with ageism in the workplace

One of the most prevalent forms of ageism lies in the undervaluing of experience. Despite years of dedication and knowledge accrued over their careers, older workers are often overlooked for work offers and advancement opportunities. This sense of being undervalued can profoundly impact their confidence and overall job satisfaction.

Furthermore, in today’s rapidly evolving technological landscape, older employees may be perceived as less skilled in current technology, leading to barriers to professional growth. This tech skill gap further exacerbates ageism, leaving older workers feeling isolated and obsolete. Social exclusion adds another layer of complexity to the issue. Older employees may find themselves distanced from younger colleagues, making it challenging to form meaningful connections and collaborate effectively. This social isolation perpetuates age-related stereotypes and hinders the creation of an inclusive work environment.

What’s more troubling is that older individuals internalise societal stereotypes about their capabilities, leading them to conform to these beliefs and resist updating their skills or exploring new opportunities. This self-limitation becomes a phenomenon of self-limiting behaviours, effectively perpetuating the cycle of ageism.

In addition to the internal struggles, intergenerational resentment can further exacerbate ageism in the workplace. Younger generations may harbour resentment towards older employees, in many cases attributing societal problems or workplace challenges to the actions of their predecessors. This tension creates a divisive environment, hindering effective collaboration and team dynamics for everybody and can be detrimental to workplace culture and productivity.

Addressing ageism: A better perspective

Cultural perspectives on age and experience vary across societies. While some nations recognise and value the wisdom that comes with age, others may inadvertently undervalue the wealth of experience older individuals bring to the table. Additionally, specific industries and professions tend to be more senior-friendly than others, indicating some progress in accommodating older workers.

To address ageism and its impact on diversity in the workplace, a multifactorial approach is necessary. An informed, data-driven intersectional approach enables organisations to make equitable decisions and plans. This goes beyond merely considering one or two large categories, such as gender or ethnicity and instead incorporates a comprehensive range of human attributes.

Recognising the immense potential of older adults in the workforce is crucial. By 2050, it is projected that one in six people globally will be over 65 years old. In Australia, nearly one quarter of the population will be over 65 according to the Australian Human Rights Commission. This demographic shift presents businesses with an extraordinary opportunity to tap into a world of knowledge, skills, and experiences.

To embrace age diversity, organisations must embark on a journey of self-awareness and conscious efforts:

• Data-driven insight: Organisations should proactively profile their workforce to identify hidden strengths and gaps. Diversity data and equity tool Diversity Atlas, can provide valuable information and insights.
• Bias awareness: Interrogate hiring and HR practices to identify and eliminate biases that may inadvertently exclude older candidates. Creating a more inclusive hiring process will ensure that age does not become a barrier to talent.
• Inclusive policies: Implement age-diverse policies and training to foster empathy, dispel age-related myths, and promote a positive work environment for all age groups.
• Intergenerational collaboration: Encourage cross-generational team collaborations and mentorship programs. This can help bridge the gap between different age groups and foster mutual respect and understanding.

A person’s age should never be a factor that determines an individual’s worth or potential in the workplace. Embracing age diversity enriches the cultural fabric of organisations. Together, we can create workplaces that celebrate diversity in all its forms, and ensure that no one is forgotten or excluded.

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