Stop picking on Midlife workers!

Research by the Centre for Aging Better has shown that, in the UK, 37% of people in their 50s and 60s in the UK have experienced age discrimination – predominantly in the workplace. And in the US, approximately two-thirds of over-50 adults believe older workers face age discrimination at work. It is, therefore, crucial for organizations to recognize and address this pervasive issue to foster a more inclusive and productive work environment.

Ageism often goes unnoticed, with casual comments and outdated assumptions perpetuating discrimination. With a third of the UK workforce being over 50, and nearly a quarter of the US workforce being over 55, HR professionals must take proactive steps to combat ageism and unlock the full potential of midlife employees.

Identifying Ageism in the Workplace

To effectively address ageism, HR professionals must first recognize its manifestations. Rest Less have identified seven common examples of ageism that happen in the workplace:

1. Stereotyping: Assumptions or judgments based on age can affect both older and younger workers. Avoiding these stereotypes is crucial to creating a fair work environment.
2. Marginalization: Often resulting from stereotyping, marginalization makes employees feel less important or valued. This sidelining can lead to decreased morale and productivity.
3. Microaggressions: Subtle, often unintentional comments or behaviors that convey discriminatory messages. Both stereotyping and marginalization can be forms of microaggressions.
4. Bias in Hiring Processes: Older candidates may be labeled as “overqualified” and overlooked for roles that don’t directly align with their experience and skill level.
5. Rebranding Roles: Employers may inform older employees that their role is being phased out, only to advertise the same role under a different title and hire a younger candidate.
6. Redundancy Selection: During redundancy processes, older employees may be offered voluntary redundancy based on the assumption that they will retire soon anyway.
7. Harassment: Age harassment can take various forms, including the examples listed above. In extreme cases, it may escalate to explicit bullying.

Creating an Inclusive Workplace Culture

Organizations that understand how ageism manifests in the workplace are better equipped to challenge it. By fostering a culture of inclusion and respect, HR can create an environment where all employees feel welcome and valued. This type of culture enables employees to thrive and contribute their best work.

Benefits of an Age-Diverse Workforce

An age-diverse workforce brings numerous benefits to a company. Midlife workers offer a wealth of experience and age-inclusive perspectives that can expand an organization’s horizons. This is why it is so important for older workers to also be offered opportunities to learn and develop, as they have so much talent to offer, it may just need to be re-contextualized!

Taking Action

If you would like to discuss how we can help eradicate age discrimination from your workplace and unlock the potential of a diversely-aged team, please get in touch with us. Together, we can create a more inclusive and productive work environment.