Ageism refers to biases and stereotypes about those generally over the age of 40. These can include things like a perception of lack of adaptability or willingness to change, inability to adopt newer technologies, and more.
Reverse ageism refers to biases and stereotypes about those generally under 40. These can include things like a perception of introducing change or evolution without proper experience or ‘payment of dues’, viewing initiative and confidence as entitlement, and more.
Both are harmful to individuals, teams, and organizations. The signs can show up in performance, development, talent review, and succession conversations, too – not just in project meetings or behind closed doors. The quality and fairness of talent decisions can be impacted. Engagement levels can drop, and attrition can result when individuals feel they are experiencing ageism or reverse ageism in the workplace.
Watch for:
-Comments or requirements related specifically to years of experience, tenure, or age in hiring, career, and development opportunities
-Differing treatment in permission to contribute or challenge, being part of decision-making processes, or lack of inclusion in important discussions based on age
-Risks to other components of psychological safety: Timothy Clark has a great framework for 4 stages of safety (Inclusion, Learner, Contributor, Challenger) that can be helpful here
Age discrimination laws mostly protect older workers and not younger workers. Responsible, healthy cultures will create positive, healthy work environments for all through their policies, practices, and behavioral norms. This is just one consideration for your talent and DEIB efforts.
Want help identifying and mitigating ageism in your workplace? Contact us.