Unraveling ageism and workplace age discrimination

With five different generations working together for the first time, age discrimination is something that is particularly affecting both younger workers who are starting their careers and people aged 50 and over.

But what can we do to help as communicators? It starts with increasing our understanding of what age discrimination is, and what we can do to create safer, healthier and happier workplaces for employees of all ages.

What is age discrimination?

Age discrimination occurs when someone is unfairly disadvantaged based on their chronological age. In the UK, age is a protected characteristic set out in the Equality Act.

Ageism refers to treating someone unfairly due to their age, including negative stereotypes, prejudice, or discrimination. In the workplace, this discrimination often manifests through biased hiring practices, limited advancement opportunities, and unequal treatment.

One in three people in the UK report experiencing age prejudice or age discrimination.

Centre for Ageing Better

Typically, ageism is U-shaped across a person’s lifetime, with the youngest and oldest workers most likely to suffer from age-based discrimination.

Despite one in three people in the UK reporting experiencing age discrimination, very few cases are prosecuted under the Equality Act, indicating a lack of seriousness in addressing this issue.

In the UK, like across much of the world, our population is undergoing a massive age shift. By 2050, one in four people will be over 65. Among countries with ageing populations, raising retirement ages and extending working lives is widely viewed as an economic necessity. This means that age diversity in the workplace is set to continue to widen.

Age discrimination against older workers

Older workers, including Gen X (those born between 1965-1976), Baby Boomers (1946-1964) and Traditionalists (1945 and earlier) often report encountering age-related stereotypes and myths that can undermine their confidence and capabilities.

These negative stereotypes influence not only how people are treated by others, but also how people view their own ageing. Stereotypes like technological ineptitude or resistance to change can marginalize the contributions of older workers and restrict opportunities for their career progression.

The workplace is an all-too-common setting for ageism, and negative attitudes towards older workers risk harming not just older people but the economy at large. With a third of the workforce now over 50, ageism risks jeopardising business success and economic growth.

A study found that 52% of over 50s who have searched for work in the past five years believe their age made employers less likely to hire them, exacerbating feelings of exclusion and diminishing morale in the workplace.

People in their 50s and 60s most commonly experience age discrimination in the workplace.

Centre for Ageing Better

In another recent study, 11% of workers over the age of 50 said they have had comments or ‘jokes’ from colleagues or managers relating to their age, 4% said they have considered leaving their job because they feel they are discriminated against because of their age, and 29% don’t think their workplace values older workers.

Negative age stereotypes are also associated with worse health outcomes, including a reduction in longevity and an increased risk of dementia. Along with age discrimination in society, internalised ageism can discourage older workers from embracing the behaviours and opportunities that would enable them to fully participate within the workforce.

Age discrimination against younger workers

Going back at least 2,500 years, there’s a longstanding tradition of older generations pointing fingers at younger people for society’s troubles. Now, as Gen Z (those born between 1996-2015) steps into the workforce, they find themselves bearing the brunt of these accusations, just like Millennials (born between 1977-1995) did before them.

Younger employees can be perceived as lazy, less reliable, less organised, selfish, and poorly motivated simply because of their age. This can result in them being overlooked for training opportunities, greater responsibilities, and promotions. Younger workers also tend to receive lower pay and benefits relative to similarly experienced older workers and tend to be at greater risk of being laid off during a downturn.

A study across the US, UK, France, and Germany found that 52% of younger employees had witnessed or experienced ageism in the workplace

Celebrating a multi-generational workforce

Communicators have a pivotal role to play in breaking down barriers and creating workplace cultures where people of all ages are valued, empowered, and able to flourish. By challenging age-related biases and fostering an environment of respect and appreciation, organisations can look to unlock the full potential of their workforce.

One in five employers think age discrimination occurs in their organisation.

Centre for Ageing Better

If you’re looking for support in communicating with employees across diverse generations and building a cohesive culture regardless of age, talk to us. Together, we can break down barriers and create workplace cultures where people of all ages are valued, empowered, productive and able to flourish.

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Tune In: Uniting the multi-generational workforce

Our CEO Sally Pritchett will be joined by two expert speakers for an insightful exploration into the voices of the multi-generational workforce – uncovering strategies to improve relationships, enhance communication, and boost productivity.

Join the guestlist: https://www.tickettailor.com/events/somethingbig/1216229