My first exposure to ageism was in the mid-1980s at age 27 when my manager encouraged me to start a rapid ascent up the corporate ladder since IBM didn’t promote people once they were in their 40s. I left IBM in the early 1990s but noted the recent EEOC finding against them of age discrimination. It appears that IBM’s culture of ageism has persisted, and they are not unique in this regard. In May 2021, AARP published a survey that found 78% of older workers say they have seen or experienced age discrimination in the workplace. Myths about older workers include an inability to learn new things, a lack of creativity and that they will be more expensive than younger employees.
Ageism is another form of prejudice. Our challenge is to recognize when we see bias of any kind in ourselves and others, and to address it. There are no easy steps for the “address it” phase. Sometimes it entails having a difficult conversation or taking time out to get to know someone. Being a good active listener is a good skill to apply here. But the point is, don’t let the opportunity to address bias pass without action.
A word to older workers and those seeking employment: Don’t let your age work against you. I admit that when I submitted a video to compete in Shark Tank-style events for entrepreneurs, I was concerned that my age would play against me. In fact, I almost didn’t submit my video. The entrepreneur world is dominated by young white males. But I concluded that they should make the decision to cut me; that wasn’t something I should do for them. And I was selected to compete in the pitch competition. I did compete and while I didn’t win, I felt I had been given a fair shake and held my own. It is time to value older adults; it is time to address unconscious age bias in the workplace and elsewhere. Older adults have endured decades of change and have had to be agile. They have dealt with challenges the younger generations can’t even conceive of. They have learned how to make connections, be resilient, build relationships and get things done.
Employers should also consider the fact that older workers are more accepting, have greater self-knowledge and demonstrate equanimity in difficult situations. Psychology Today credits older workers with less drama in the workplace since strong emotional reactions tend to reduce with age. As a result, older workers are more likely to have confidence in their own abilities and to do the right thing rather than be swayed by peers. It is time to value older workers for the stability and skills they bring to an organization. Don’t make decisions for someone else – let them make their own decisions.
Don’t make decisions regarding older adults based on assumptions about what they want or what they can do. ASK THEM! Their answers might surprise you.
Root, author of “The Other Soft Skill: How to Solve Workplace Challenges with Generational Intelligence,” is the founder and CEO of Alpha UMi (http://www.5gpowerskills.com).
