Ageing is an unavoidable part of our lives, no matter how much many wish to try and slow it down. With every stage of our life, whether it be early or later on, we experience stereotypes and biases formed from that one, defining number: how old we are. This Legal Kitz blog will guide you on what ageism is and how to look out for and prevent it in your workplace.
What is ageism?
Ageism is the discrimination against an individual based solely on their age, and can occur in everyday life and in the workplace. It can occur in different moments of our lives through multiple forms, whether it be from various media, advertisements, healthcare, business, customer service, or simply casual remarks (I’m sure we’ve all heard the phrase “ok boomer” at least once). Whilst it can happen to anyone, it tends to be targeted more towards older adults. This isn’t an issue that can be eradicated overnight, however learning to identify it and implement guidelines to prevent it in your workplace helps to create an inclusive and accepting environment for everyone.
Workplace ageism
Ageism is a prevalent issue in the workplace that occurs when either a company, management or employees are discriminative towards an individual within the company because of their age. It can range from remarks being made about them in the workplace, to an individual being phased out and replaced with a younger employee. They can be considered no longer capable to do their job because of how old they are, or overlooked for promotions on the belief they should be slowing down in their career and heading towards retirement, or that they are too young to have the experience or skills to handle the job. Persons experiencing ageism are also found to have their career prospects or progression lessened and minimal support or protection in their job.
Types of ageism
Ageism can occur in many different ways, however there are 3 main categories:
- Internalised ageism: This can occur if a person begins to adopt the negative viewpoint and stereotypes about their age and allows it to affect their own self-work, thinking process, and decision making. They allow it to become a defining factor and quality about themselves and place more emphasis on their age rather than their capabilities and knowledge when it comes to their actions and decisions. It can negatively affect their self-worth and self-perception and encourages others to believe the same about them and their age if they’re projecting and internalising these stereotypes.
- Interpersonal ageism: This occurs through interactions between individuals or groups, whether it be family, friends, co-workers, or supervisors, where dismissive language and stereotype projection based on age is present. It can come across through subtle or explicit remarks, the tone and manner a person speaks to them in or being ignored or dismissed in conversations. These can leave the recipient feeling embarrassed, ashamed and unvalued and can cause them to internalise ageism.
- Institutional ageism: This occurs when these stereotypes and beliefs are perpetuated/projected through practices, norms, policies, actions, and laws to restrict and disadvantage people due to their age. This form of ageism can be harder to spot as it is more hidden and embedded compared to more upfront and abrasive forms and actions. The most common example of this is companies instituting mandatory retirement ages for their employees.
Reverse ageism
Ageism is commonly associated with older adults, however there is a growing form that is affecting many workplaces: reverse ageism. This is where persons are perceived to be inexperienced and struggle to be taken seriously, or have ideas dismissed due to their young age and the stereotypes that they are “too young” and “irresponsible” to know and understand what is best.
Reverse ageism can involve:
- Belittlement
- Belief of incompetence
- Limited opportunities for development and advancement
- Being spoken over during meetings and presentations by more senior staff
- Negative perceptions from older workers
- Lower pay and lessened benefit
Effects of ageism
Ageism can effect:
- Mental health: Examples being decreased self-worth, negative self image, lessened value of self and depression
- Physical health: Examples being decrease in quality of treatment and adopting unhealthy habits such as high amounts of drinking and avoiding medications
- Finances: Examples being blocked career advancement, increased costs for insurance and early retirement
- Social well-being: Examples being social limitations or isolation, loneliness, increased rejection and lessened social opportunities
Identifying ageism
Unsure if ageism is present in your workplace? Unsure if you’re the recipient of ageism? Here’s what to look out for:
Bias in hiring: Your company is hiring predominantly younger employees or opting to hire underqualified people over those that are older than them. Older employees are being fired more frequently and younger, less experienced employees are being hired in their place.
Harassment: Jokes, insults or mocking that relate to your age and stereotypes or offhand remarks, particularly from supervisors and managers, that involve your age or age-related stereotypes directed at you. Some examples are asking about when you’re planning to retire, praise through comparison of a different age, or being asked your age during an interview.
Career restriction: You find yourself being overlooked for promotions and are given to someone with less experience and knowledge that is a younger age. You are being denied opportunities to take on greater responsibilities and opportunities to help advance your career. You find challenging tasks are no longer being assigned to you and are instead assigned ones that lessen your joy or want to work.
Retirement pressure: You’re receiving constant questioning, remarks or encouragement about retiring. Your tasks and responsibilities are lessened or your workload is reducing. Your position is removed and replaced with a similar one filled by a younger worker.
Exclusion: Your ideas and contributions to decisions aren’t being taken seriously. You’re being left out of meetings, events and activities based on the belief that you wouldn’t be able to handle it despite not indicating this yourself.
Preventing ageism at work
Experiencing or noticing ageism in your workplace? Here’s what you can do:
- Implement and encourage inclusive training and development programs
- Challenge ageist remarks and policies
- Document any and all age discriminating behaviour and speak to your HR manager about how to handle or report the situation
- Reflect and work on changing your own internalised ageism
- Create or encourage a mentorship program with differing ages
- Create a collaborative environment to allow everyone to speak their ideas and suggestions
- Know your own worth
- Consider your words
Legal advice
In Australia, the Age Discrimination Act 2004 (Cth) is in place to prohibit employment discrimination regarding age. It is designed to protect younger and older persons against discrimination both in the workplace and in everyday life, as well as making harassment of another person based on their age unlawful.
If you require legal advice regarding ageism or have any questions about our products or services, Legal Kitz can assist you. To arrange a FREE consultation with one of our highly experienced solicitors, click here today, or contact us at [email protected] or 1300 988 954.