Ageism
Unveiling Ageism: Understanding, Addressing, and Eliminating Bias
What Is Ageism?
Ageism is the manifestation of stereotyping, discrimination, or prejudice directed at individuals or groups based on their age. Although ageism can affect any age group, it is particularly pervasive and pronounced against older individuals, notably in the workplace.
Legal Landscape: Age Discrimination and Protections
Similar to other forms of discrimination, age-based discrimination is prohibited by federal law in the United States. Enforced by the Equal Employment Opportunity Commission (EEOC), the Age Discrimination in Employment Act (ADEA) specifically guards against age discrimination for individuals aged 40 and older. While federal law does not extend protection to those under 40, some states have enacted laws safeguarding younger workers.
Numerous countries globally also enforce laws prohibiting age discrimination in employment.
Impact of Ageism: Job Discrimination and Consequences
An investigation by AARP identified illegal discrimination against older workers in three primary areas:
- Recruitment and hiring: Younger applicants receive preferential treatment based on age.
- On-the-job bias: Older workers encounter fewer training opportunities, promotions, and rewards, or face harassment.
- Termination: Companies refresh their workforce or trim budgets by targeting senior employees for layoffs or encouraging early retirement.
Prevalence of Ageism: A Widespread Challenge
AARP characterizes ageism as so pervasive and accepted in the workplace that it has been labeled “the last acceptable bias.” Some argue that ageism is deeply ingrained in hiring processes, with screening algorithms potentially eliminating older job applicants before they even reach the interview stage.
Age discrimination is not confined to individuals in their 60s and beyond. Surveys indicate that nearly two-thirds of workers aged 45 and older have witnessed or experienced age discrimination. Furthermore, over 50 percent of workers over 45 anticipate being pushed out of long-term jobs, with 90 percent never reaching their previous earning levels again.
Combatting Ageism: Strategies for a More Inclusive Workplace
Addressing ageism is not only a moral imperative but also a sound economic decision. Research indicates that ageism in employment cost the U.S. economy $850 billion in 2018, with projections reaching as high as $3.9 trillion annually by 2050.
To tackle this complex issue, the EEOC recommends the following strategies:
Unveiling Ageism: Understanding, Addressing, and Eliminating Bias
What Is Ageism?
Ageism is the manifestation of stereotyping, discrimination, or prejudice directed at individuals or groups based on their age. Although ageism can affect any age group, it is particularly pervasive and pronounced against older individuals, notably in the workplace.
Legal Landscape: Age Discrimination and Protections
Similar to other forms of discrimination, age-based discrimination is prohibited by federal law in the United States. Enforced by the Equal Employment Opportunity Commission (EEOC), the Age Discrimination in Employment Act (ADEA) specifically guards against age discrimination for individuals aged 40 and older. While federal law does not extend protection to those under 40, some states have enacted laws safeguarding younger workers.
Numerous countries globally also enforce laws prohibiting age discrimination in employment.
Impact of Ageism: Job Discrimination and Consequences
An investigation by AARP identified illegal discrimination against older workers in three primary areas:
- Recruitment and hiring: Younger applicants receive preferential treatment based on age.
- On-the-job bias: Older workers encounter fewer training opportunities, promotions, and rewards, or face harassment.
- Termination: Companies refresh their workforce or trim budgets by targeting senior employees for layoffs or encouraging early retirement.
Prevalence of Ageism: A Widespread Challenge
AARP characterizes ageism as so pervasive and accepted in the workplace that it has been labeled “the last acceptable bias.” Some argue that ageism is deeply ingrained in hiring processes, with screening algorithms potentially eliminating older job applicants before they even reach the interview stage.
Age discrimination is not confined to individuals in their 60s and beyond. Surveys indicate that nearly two-thirds of workers aged 45 and older have witnessed or experienced age discrimination. Furthermore, over 50 percent of workers over 45 anticipate being pushed out of long-term jobs, with 90 percent never reaching their previous earning levels again.
Combatting Ageism: Strategies for a More Inclusive Workplace
Addressing ageism is not only a moral imperative but also a sound economic decision. Research indicates that ageism in employment cost the U.S. economy $850 billion in 2018, with projections reaching as high as $3.9 trillion annually by 2050.
To tackle this complex issue, the EEOC recommends the following strategies:
- Evaluate organizational culture, policies, and practices to identify ageism.
- Examine recruitment practices for age inclusivity.
- Encourage applicants of all ages.
- Eliminate age-related questions from job applications.
- Provide training to recruiters and interviewers to avoid biased language.
- Ensure promotional materials feature diverse age groups.
3. Incorporate age as a focal point in diversity and inclusion programs.
- Offer learning and development opportunities to workers of all ages.
4. Foster a multigenerational culture that focuses on abilities and rejects age stereotypes.