How to challenge ageism? Your guide to combating prejudice and stereotypes

According to a 2022 AARP survey, nearly all adults aged 50-80 experienced some form of ageism, from jokes about older people to assumptions about their technological abilities. This pervasive issue affects people of all ages but disproportionately impacts older adults. It is vital to understand how to challenge ageism to create a more equitable and respectful society for everyone.

Quick Summary

This article explores strategies for combating age-based prejudice in daily life and professional settings. It provides practical advice for addressing stereotypes, advocating for systemic change, and fostering intergenerational collaboration. The content covers personal empowerment tactics, workplace interventions, and broader societal awareness campaigns to fight ageism effectively.

Key Points

• Identify Your Own Bias: Consciously challenge your own assumptions and internal biases about age, which is the foundational step toward countering ageism in others.

• Use Respectful Language: Avoid patronizing or demeaning language toward older adults, opting for neutral terminology and individuals' names instead.

• Advocate at Work: Encourage and participate in initiatives that promote age diversity, such as bias training and fair hiring practices, to challenge institutional ageism.

• Foster Intergenerational Connections: Actively seek out opportunities to interact and collaborate with people of different ages to break down stereotypes and increase empathy.

• Report Discrimination: If you experience or witness age discrimination in the workplace, report it to human resources or the Equal Employment Opportunity Commission (EEOC).

• Stay Active and Engaged: Remain involved in your hobbies, community, and career to counter stereotypes about older adults being disengaged or incapable.

• Challenge Media Portrayals: Critically evaluate and speak out against negative or one-dimensional media representations of aging.

Understanding the different forms of ageism

Ageism manifests in many forms, from overt discrimination to more subtle, unconscious bias. It is important to recognize its different types to effectively challenge it. Ageism can be directed at individuals of any age, although older adults are the most frequent targets.

Internalized ageism

This occurs when individuals turn ageist stereotypes against themselves, such as thinking they are “too old” to learn new things or feeling ashamed of their age. This can negatively impact mental health and self-worth. Overcoming internalized ageism is a critical first step toward empowering oneself to fight external bias. It requires conscious self-reflection to counter the negative messages society propagates about aging.

Interpersonal ageism

This involves age-based prejudice and discrimination in social interactions. It can range from condescending "elderspeak" to excluding older adults from conversations or social activities. Interpersonal ageism is often rooted in unconscious biases and can be challenged by respectfully calling out the behavior when it occurs.

Systemic or institutional ageism

This is the most deeply ingrained form of ageism, found in policies, laws, and institutional practices. Examples include discriminatory hiring practices that prioritize “recent grads” or offer training opportunities exclusively to younger employees. The World Health Organization (WHO) notes that ageism is widespread and is a deep-rooted human rights violation. Addressing systemic ageism requires large-scale advocacy and policy reform.

Strategies for challenging ageism in the workplace

Ageism in the workplace can manifest during hiring, promotion, or training. Proactive strategies can help both individuals and organizations combat this prejudice.

For individuals

• Update your skills and resume: Showcase your adaptability by highlighting recent skills and accomplishments. Remove irrelevant, very early career experience and graduation dates to prevent recruiters from making age-based assumptions.
• Cultivate an up-to-date professional brand: Stay current with industry trends and showcase your expertise on platforms like LinkedIn. Engage in continuing education, and don't be afraid to list recent certifications or courses.
• Network across generations: Intentionally build relationships with colleagues of different ages. Mentoring younger employees or collaborating on projects can create mutual respect and dispel stereotypes.

For organizations

• Implement bias training: Provide mandatory training for hiring managers and employees to help them recognize and mitigate unconscious age biases.
• Conduct age-inclusive hiring audits: Review job descriptions for potentially biased language, such as “energetic” or “digital native,” which can discourage older applicants. Ensure the candidate assessment process is based solely on skills and qualifications, not age.
• Foster a multigenerational culture: Promote reverse mentorship programs, where employees of all ages share knowledge. This encourages respect and better knowledge transfer across the company.

Countering ageist stereotypes in everyday life

Combating ageism is not limited to the professional realm; it is a societal effort. Everyone can take steps to challenge ageist attitudes in their personal lives.

Challenge your own biases

Reflect on the assumptions you make about age. The Harvard Implicit Association Test includes a module on age to help reveal unconscious biases. Recognizing and confronting your own prejudices is the foundation for creating a more inclusive mindset.

Advocate for respectful language

Words matter. Avoid demeaning or infantilizing terms for older adults, like “dear” or “sweetie,” and retire common ageist phrases like “over the hill”. Instead, use neutral and respectful terms like “older adult” or refer to individuals by their name.

Promote intergenerational connections

Create opportunities for people of different generations to interact and connect. These experiences break down barriers, increase empathy, and highlight the value that all ages bring to society. Support community programs that bring different age groups together for mutual benefit.

Comparison of strategies for challenging ageism

Strategy	Target Audience	Key Action	Expected Outcome
Self-Reflection	Individuals	Acknowledging and challenging one's own age-based biases.	Reduced internalized ageism and a more inclusive mindset.
Mindful Language	Individuals & Society	Avoiding ageist jokes, stereotypes, and infantilizing speech.	Fosters respectful interactions and normalizes aging as a collective process.
Workplace Training	Organizations & Management	Implementing training to recognize and mitigate bias in hiring and promotion.	Creates a fairer, more equitable workplace culture and mitigates legal risk.
Intergenerational Programs	Society & Community	Creating initiatives that bring different age groups together.	Breaks down stereotypes and improves social skills and empathy across generations.
Advocacy & Policy	Government & Institutions	Pushing for stronger anti-age discrimination laws and enforcement.	Systemic changes that protect individuals from age-based prejudice in various settings.

Conclusion

Challenging ageism is a multifaceted effort that requires action at personal, organizational, and societal levels. By increasing awareness of our own biases, promoting respectful language, and fostering meaningful intergenerational connections, we can dismantle harmful stereotypes. In the workplace, this means updating skills, ensuring fair hiring practices, and nurturing a culture that values the contributions of all employees. Ultimately, by recognizing ageism as a human rights issue, we move closer to creating a truly inclusive society where everyone feels valued and respected, regardless of their age. The fight against ageism is continuous, and every small action contributes to building a better future.

Resources

• AARP: Provides extensive resources and advocacy for combating age discrimination in the workplace and beyond.
• Equal Employment Opportunity Commission (EEOC): Enforces federal laws, including the Age Discrimination in Employment Act (ADEA), that protect individuals aged 40 and older from age-based discrimination.
• The National Center to Reframe Aging: Offers tools and guidance to help shift narratives and communicate about aging more accurately and inclusively.

Frequently Asked Questions

What is ageism?

Ageism is the prejudice, stereotypes, and discrimination directed against individuals or groups on the basis of their age. It can affect anyone but is most often directed at older people.

How can I challenge ageism in a casual conversation?

Politely and calmly point out ageist remarks. For instance, if someone uses a phrase like 'old-timer,' you can say, 'That comment is based on a stereotype, and I think we should focus on the person's ideas, not their age'.

What are some examples of workplace ageism?

Examples include job ads seeking 'recent college graduates,' passing over qualified older employees for promotions or training, and making jokes about an employee's age.

How do I update my resume to counter ageism?

Focus on recent, relevant skills and accomplishments. Remove graduation dates and older, less relevant work experience to prevent recruiters from making assumptions about your age based on your resume.

What is internalized ageism?

Internalized ageism is when individuals adopt and apply negative ageist stereotypes to themselves. This can involve believing they are too old to try new things or feel embarrassed about their age.

What are the benefits of intergenerational collaboration?

Bringing different age groups together can increase empathy, improve problem-solving, enhance skill transfer, and break down age-based stereotypes within a team or community.

When should I report age discrimination at work?

If you feel you have been treated unfavorably due to your age, you should document the incidents and report them to your human resources department. If HR does not address your concerns, you can file a complaint with the Equal Employment Opportunity Commission (EEOC).