Silver Linings: Redefining Success in the Age of Ageism

India Inc is in overdrive mode to achieve diversity and inclusion at the workplace. While most corporate diversity initiatives primarily focus on improving representation of women, LGBTQ+ and other underrepresented groups like physically-challenged individuals, there’s a group of employees that’s often overlooked in such initiatives– ageing employees. 

The World Health Organization describes ageism as ‘the stereotypes (how we think), prejudice (how we feel) and discrimination (how we act) towards others or oneself based on age.’ 

The definition suggests that such discrimination can be faced by a person of any age. However, in the workplace context of today, it is largely applicable to employees aged 45-50 years and above. The USA has also framed a law to address ageism where the minimum age threshold is 40 years.

In India, a JobBuzz survey stated that over 33% employees face age-based discrimination through acts like:

• Being excluded from workplace discussions, 
• Assumed to be incapable of learning new technologies, 
• Snubbed with age-based jokes, and 
• Not considered for promotions. 

Ageism is also visible during the hiring process as several companies often skip older employees under the pretext of being overqualified or that they are looking for younger employees. 

The foundation of the problem is associated with multiple subconscious biases and overt behaviors that tag a particular age group as irrelevant in the present age. Here are three major reasons:

• Organizational cultures and societal norms perpetuate ageism in the workplace through beliefs that older workers are less adaptable to change and technology, leading to their exclusion from discussions on innovation.
• Misconceptions about older employees’ ambition and capability to learn new skills result in their being overlooked for promotions or challenging assignments.
• Some employers fear higher CTCs associated with older workers, leading to a preference for younger, potentially cheaper labor, fueled by a cultural obsession with youth and maintaining a youthful image.

Such negative misconceptions and treatments of older people negatively impacts their emotional and economic state, and degrades their self-worth and quality of life. 

In its recent annual International Day of Older Persons, the United Nations estimated that the number of people over the age of 60 years is expected to grow from 600 million at present to 1.4 billion by 2030, a significant portion of which will be in India. 

However, as of 2022, only 8% of Indian companies incorporated initiatives to address age-based bias in their DEI strategies. The situation is similar in developed countries too, with 64% Americans above 50 years of age facing age-based discrimination. 

In its recent annual International Day of Older Persons, the United Nations estimated that the number of people over the age of 60 years is expected to grow from 600 million at present to 1.4 billion by 2030, a significant portion of which will be in India. 

However, as of 2022, only 8% of Indian companies incorporated initiatives to address age-based bias in their DEI strategies. The situation is similar in developed countries too, with 64% Americans above 50 years of age facing age-based discrimination. 

• Conduct regular age bias audits: Implement regular assessments or audits to identify and address instances of age-based bias within the organization. Collect feedback from employees of all age groups to gauge their experiences and perceptions regarding ageism in the workplace, and use this information to refine diversity and inclusion initiatives accordingly.
• Implement age-inclusive policies and raise awareness: Create policies that promote age diversity and inclusion, such as age-blind recruitment processes and flexible work arrangements. Conduct training sessions and workshops for all employees to raise awareness about ageism and its impact on the workplace. Provide managers and employees with tools and strategies to recognize and combat age-based biases in their interactions and decision-making processes.
• Foster intergenerational collaboration: Highlight the value of diversity of thoughts in driving innovation and encourage collaboration and knowledge sharing among employees of different age groups through mentorship programs, cross-generational team projects, and reverse mentoring initiatives. 
• Promote lifelong learning and skill development: Invest in continuous learning and skill development opportunities for employees. Offer training programs and resources to help older workers stay updated on new technologies and industry trends, and support their career progression through upskilling and reskilling initiatives.
• Create age-friendly work environments: Design workspaces that cater to the needs of employees across different age groups. This can involve ergonomic adjustments to common areas to accommodate older workers’ physical needs.

Last but most importantly, senior leaders should champion diversity and inclusion efforts by visibly supporting age-inclusive policies and practices, fostering a culture of respect and appreciation for employees of all ages, and holding themselves and others accountable for addressing age-based discrimination in the workplace. 

• Embrace lifelong learning: Enroll in relevant training programs and online courses to keep skill sets relevant to the evolving workplace, regardless of whether employers fund these programs.
• Be a lifelong networker: Connect with colleagues, both younger and older, to exchange knowledge and experiences. Mentorship relationships can provide valuable guidance and support in navigating career challenges and staying relevant in a changing work landscape.
• Stay tech-savvy: Learn about new industry-specific technology and digital tools to enhance productivity and efficiency. Gain working knowledge of new software, apps, and digital platforms that can streamline work processes and enable effective communication and collaboration.
• Demonstrate value through experience and expertise: It is critical to clearly highlight how the years of experience and expertise add unique value to projects and initiatives, without sounding boastful. Showcase problem-solving abilities, leadership skills, and industry insights to demonstrate relevance and contributions to the organization.
• Stay flexible and open-minded: Remain adaptable and open to new ideas and ways of working from colleagues of all age groups. Embrace change as an opportunity for growth and innovation, and be willing to explore new roles, responsibilities, or career paths that align with your interests and strengths.

Ageism remains a pervasive issue in today’s workplaces, impacting the emotional well-being and economic inclusion of older employees. With the workforce aging globally, it’s imperative for companies to address age-based biases and create inclusive environments where employees of all ages are valued and respected.

At Taggd, we understand the importance of diversity and inclusion in the workplace. Our diversity hiring services are designed to help companies build age-inclusive cultures and attract talent from all age groups. Together, let’s create a future where age is no longer a barrier to success. 

Write to us on contact@taggd.in about your diversity hiring requirements or directly connect with our recruitment specialists here!