Age Bias And Ageism In The Workplace

The term “ageism” refers to discrimination against a particular age group, and in this article is used in the context of the elderly. The word "ageism” was first used in 1969, just two years after the Federal Discrimination in Employment Act set age forty as the lower level at which workers could legally file age-based complaints. The focus on a person’s age and ageism continues to grow as the average lifespan increases and people stay in the workforce longer. There are now, officially, more people over the age of 65 than there are under the age of five for the first time in history. Plus, many people may want to continue working out of necessity or a desire to remain vital, engaged, contributing employees for as many years as possible.

How pervasive is ageism in the workplace?

Ageism can be impacted by rapid technological change. In the 1920's, "an engineer's half-life of knowledge" (the time it took for half of an engineer’s expertise to become obsolete) was 35 years. This figure plummeted in the 1960's to ten years. Today, the half-life of knowledge is five years for an engineer and less than three for a software engineer.

People no longer need decades of experience to launch a successful company. In 1998, Larry Page and Sergey Brin started Google when they were both 25 years old. Mark Zuckerberg was only 19 when he created Facebook in 2004. Even the world of banking has changed considerably. Other fields like education and even banking have shown instances of ageism or a push for younger leaders as well.

Ageism and job retention

The struggle to stay relevant in the workplace has potentially put new pressures on older adults. Many may no longer feel that job skills and reliable service can be enough for retention. An older employee can disproportionately feel the pressure of corporate downsizing measures. Typically, an older worker might earn higher wages than a younger worker, which can make them vulnerable when low-earning reports generate staff cutbacks.

Ageism and hiring

In addition to hindering job retention, ageism can create difficulties during the hiring process or make it harder for older workers to find employment. In 2000, 12.8% of all people over 65 were still working. By 2020, this figure soared with 26.6% of people in the 65-74 age group still working, and indications are that the number will continue to rise as people live longer, healthier lives. Without proper procedures in place, it's possible that hiring managers may discriminate against older workers who want to remain in the workforce. 

This hiring discrimination can be harmful to many older workers, particularly those who are unemployed. The AARP estimates that 40% of workers over the age of 45 and 62% of workers over the age of 55 reported experiencing discrimination related to age during their search for employment. In addition, they found those experiencing long-term unemployment were more likely to face age-based barriers during their search.

How are people coping with ageism?

Some people argue that the pharmaceutical and cosmetics industries have made huge profits by focusing on people who fear that age discrimination can impact their employability. The plastic surgery industry has seen an increase in people 55 or older who want procedures to make them look younger. 

Improving appearance 

John Rother, AARP's former executive vice president of Policy, Strategy, and International Affairs said, "Older women, in particular, those in competitive job markets, are taking steps to improve their appearance in order to better compete against younger job applicants."

Cosmetic surgery can be expensive and may carry risks. For some, plastic surgery can be beneficial to mental health. Changing an undesirable feature can increase self-esteem and confidence. A person who is considering surgery to combat ageism should first talk with a mental health professional to try to address other issues that may be blocking the capacity for self-love and acceptance.

Strategies to combat ageism and workplace age discrimination and stereotypes

Companies serious about combating ageism have many effective alternatives to consider. They can increase opportunities for intergenerational teams and provide education about the myths and inaccurate age stereotypes surrounding older workers. The extended interaction between young and old workers can also help change young people’s perceptions about aging.

Strict enforcement of anti-discrimination laws for older employees

Strict enforcement of existing anti-discrimination laws can help address ageism in the workplace. In addition to the federal and state laws that exist in the United States, other countries, including the Netherlands, have laws that proactively screen vacancy announcements for ageism.

The elimination of mandatory retirement policies can also reduce ageism. Age is not a reliable indicator of productivity or employability. Mandatory retirement policies may be enforced to create jobs for youth, but as the massive Baby Boomer generation leaves the workforce, there may frequently be too many openings for younger generations to fill. Eliminating mandatory retirement can allow older employees to assess their ability to contribute while creating a mutually beneficial mixed-age workforce that can combine both experience and new ideas.

Ageism in society

Age discrimination in the workplace can be considered reflective of values pervasive throughout society. It can be rare to see older people shown on television or in the movies as being vital, active characters. The stereotypes vary by demographic group, and ageism for women can be harder than for men. When Maggie Gyllenhaal was 37, she was told by casting directors that she was "too old" to play the love interest of a 55-year-old man. In the movie, The First Wives Club, Goldie Hawn's character said there are only three ages for women in Hollywood: "babe, district attorney, and Driving Miss Daisy."

Advertisers can be youth-obsessed with product development and marketing. It can be uncommon to see an older person hired as a brand representative, even if that brand’s products target older demographics. When Dior made Cara Delevingne the face of its Capture line of wrinkle creams, Ms. Delevingne was just 25 years old. Other companies have similarly selected young models to advertise products focused on older markets. 

What can I do when faced with ageism in the workforce?

Online therapy can be a useful and easy-to-use tool for anyone managing difficulties with ageism. Studies have shown that people are often more comfortable telling personal details about themselves via online therapy than they do in in-person therapy. Online therapy is also more available to people who are working and don’t want to take time off or pay for the transportation costs associated with going into a therapist’s office. Online therapy is just as effective as in-person therapy according to many clinical studies, meaning that with online therapy you can find the same benefits of traditional therapy but in a more affordable and convenient way.