You may be surprised to learn that ageism in the workplace is still alive and well. Even with the advanced training opportunities and HR resources available to organizations, some will inadvertently practice age discrimination, which can lead to expensive lawsuits and harm employee morale. Keep reading about how to avoid ageism in the workplace from the experts at Prescott HR!

What is Ageism?

In short, ageism is age discrimination; but ageism isn’t always “in your face” apparent. Ageism practices can be discreet and sometimes unknown to the organization that is committing it. An example of ageism in the workplace is creating a job description that seeks “an energetic, recent college graduate.” Ageism does not just affect older generations, too. Ageism in the workplace can happen when a younger employee is overlooked for management positions, simply because “they are too young for the role.” 

Ageism is Illegal

In 1967, the United States passed the Age Discrimination in Employment Act (ADEA). This Act prevents employers from discriminating against employees based on their age, including hiring, firing, assigning work, and promotions. It’s important to note that the ADEA protects employees at organizations with 20 or more employees; so if your company has less than 20 employees, this Act does not apply.

What does ageism look like in the workplace?

As we mentioned above, ageism is not always blatantly noticeable in the workplace. Here are some examples of workplace incidents where ageism may be affecting decisions:

• Unfair tasks are given to more senior members of a team
• Leaving more senior team members out of group activities
• Being passed over for promotions for being “too young” 
• Learning opportunities are available to younger employees, but not older

Consequences of Workplace Ageism

Now that you have a better understanding of what ageism in the workplace looks like, it’s important to note that there are serious consequences for organizations that commit ageism. Studies have shown that organizations that commit ageism are more likely to see higher rates of employee turnover and an overall loss of productivity. Plus, if your organization is sued for ageism, you are looking at an expensive lawsuit or settlement. 

How to Avoid Ageism in the Workplace

Above are just a few examples of how ageism can play out in the workplace. So how can your organization avoid ageism? Here are some helpful tips: 

• Promote a culture of diversity. Always be sure to hire a diverse group of employees with a range of ages and life experiences. 
• Never apply stereotypes. Don’t assume that younger employees are able to navigate technology easier than older generations. Keep all employee interactions and requests equal. 
• Avoid harmful terms. There are many phrases we include in our everyday lingo that may have tones of ageism. For example, avoid using phrases like “old-fashioned” or “ancient.” 

Work with Prescott HR

Does your organization need guidance to prevent ageism in the workplace? Hire the experts at Prescott HR to help you. Prescott HR offers a wide range of services that can help your organization understand ageism. Our unintimated HR practices allow us to be focused and effective, providing your business with exactly what you need. Give us a call today at 443-351-8818 or contact us online.