What is ageism in the workplace?

Ageism is when someone makes an assumption about another individual based on their age. This can mean discrimination against someone for being too old or too young. While ageism can happen to anyone at any age, it’s more typical for employees who are just starting their careers or nearing retirement age.

Ageism often takes two forms in the workplace. The first may occur when individuals may have less favourable attitudes toward older individuals at work. The second relates to thoughts or behaviours that may disproportionately favour younger individuals in the work environment.

Many provinces and territories in Canada have Human Rights Codes that protect employees and candidates from this kind of discrimination. For example, the Ontario Human Rights Commission has a code that prohibits employers from refusing to hire, train, or promote a person because of their age. The code also states that an employer cannot target an individual for termination, company reorganization, or staff reduction because of their age. Under this code, an employer must ensure their corporate environment is inclusive.

Examples of ageism at work

Many employers have their own codes and rules established within an organization to help combat ageism in the workplace. If your company does not yet have one, the best way to start is to sit down with your Human Resources Manager to draft rules and guidelines for your employees to follow. To help get you started, below are examples of where ageism can exist in your company:

Job descriptions

It is common for employers to list the desired years of experience an individual should have before applying for a position. This can be ageist on both sides of the spectrum. The first is discriminating against the younger workforce. This is especially true if the position is considered entry-level but requires three to five years of experience.

The second is discriminating against older employees who may have more years of experience but are still interested in the position.

The best way to combat this in a job description is to leave out the desired years of experience. Instead, focus on the skills and other qualifications you are looking for an individual can have. Below is an example of how you can change this:

• Candidate should have five to seven years of management experience

Change to:

• Candidate should have experience managing or coaching a team

By making this simple adjustment, you are opening the position up to a broader audience. For job candidates that don’t have professional management experience, you can consider someone who has leadership experience in extracurricular activities instead. This way, you are inclusive of candidates who may have years of related experience and are still a great fit for the role.

Another consideration for job descriptions is the choice of language. Words like flexible, energetic, dynamic, and agile tend to sound like you’re looking for a younger employee and may stop an older candidate from applying. Try changing some of this language to focus on more relevant soft skills like leadership, well-organized, or deadline-oriented.

Interviews

Certain industries have a tendency to be prejudiced against older employees. Some of these industries include television production, marketing, advertising, and technology. These industries tend to focus on finding “fresh new ideas” and believe that can only come from younger generations.

The most effective way to combat ageism in interviews is to have a well-trained human resource team. Consider helping them switch their mindset from discounting a job candidate because they are “too experienced” or “not experienced enough.” Having an individual that fits the company culture should count for more than how much experience they have. You can always spend some initial time training a job candidate who doesn’t have enough experience. Alternatively, someone with more experience than necessary may be able to help you with new business challenges that they have experienced in previous positions.

Workplace

Combating ageism in the workplace is also really important. Having an inclusive workplace can help increase productivity and benefit your company financially. This pertains to younger and older generations feeling included at work. Make sure that there are programs in place that allow anyone feeling discriminated against to speak up.

Ways to combat ageism in the workplace

There are many ways to start combating ageism in the workplace, including:

Programs and company initiatives

Of course, company bonding activities like team-building exercises and lunch-and-learns are great. But there are other ways to help everyone feel included. Try incorporating programs like retirement planning, inter-company networking events, or a Diversity and Inclusion committee. Having a wide range of relatable programs for every generation will help people feel included and involved.

Promotions and new hires

Another way to help combat ageism in the workplace is to be conscious of the type of people most often promoted within your organization. If it seems employees between the ages of 35-50 are the only ones advancing their careers, others will notice too. Hiring new candidates of all ages also sends a positive message to your existing employees.

Company branding

It is important that your Careers, About Us page, and marketing materials reflect a diverse population. While some companies may only cater to a specific population, most do not and their branding should reflect that. Take stock of the images on your website and marketing material to see if they reflect the diversity of your workforce. If they don’t, be sure to spend some time making that change.

Hire company retirees as consultants

A great way to foster inclusion at all ages is to retain older employees as consultants once they have retired. A lot of people see this as a win-win. The business gets to keep an incredibly knowledgeable and experienced employee, and the partially retired employee gets to work on a flexible schedule that suits their new lifestyle. This also has a positive impact on other employees who are nearing retirement.

Terminations and downsizing

Some companies tend to let go of employees who are older and highly paid. Some accounting teams may argue that a more senior employee with several years of experience may be easily replaced by someone younger with less experience for less money. While saving money is important when running a business, it is important to treat employees of all ages equitably when making personnel decisions. Consider working with your human resources department to ensure all employment terminations are conducted fairly regardless of employee age.

Provincial and federal legislation won’t eradicate ageism in the workplace entirely. Change needs to start from the ground up, and companies need to take initiative themselves as well. Fostering a diverse and inclusive workforce helps create a positive, ethical environment for employees of all demographics.