Examples of Ageism in the Workplace
Ageism is a pervasive issue in the workplace, affecting hiring, promotion, and professional development. Subtle and overt ageist behaviors create an unfair environment and hinder career growth for both younger and older employees. A 2020 AARP survey revealed that 78% of older workers witnessed or experienced age discrimination at work.
Hiring and Recruitment Bias
One of the most common examples of ageist behavior occurs during hiring. Employers may use coded language in job descriptions, such as seeking a "recent college grad" or a "digitally-native" candidate, to discourage older applicants. Likewise, some hiring managers reject younger candidates by deeming them "too inexperienced" for a role they are otherwise qualified for. The bias often stems from unfounded stereotypes about skill, adaptability, or energy level.
Professional Development and Advancement
Ageism also affects opportunities for growth within a company. A manager exhibiting ageist behavior might consistently pass over older employees for promotions, believing they are "coasting toward retirement" or are less ambitious. Conversely, younger employees might be given less responsibility or be overlooked for leadership roles because their boss assumes they are less trustworthy or lack the necessary gravitas due to their youth.
Microaggressions and Harassment
Age-based microaggressions are everyday slights and insults that communicate negative messages about an age group. A supervisor addressing their team as “Hey kids” or a colleague making a joke about a “senior moment” are examples of ageist microinsults. These seemingly harmless comments contribute to a hostile work environment and are often made unintentionally. In more severe cases, ageism can involve outright harassment or bullying based on age.
Examples of Ageism in Healthcare
In healthcare, ageist attitudes can have serious consequences for a patient's well-being. The stereotyping of older adults as frail or cognitively impaired can lead to inadequate medical care. A doctor who dismisses a patient's symptoms as a normal part of aging, rather than investigating the root cause, is exhibiting ageist behavior.
The Use of "Elderspeak"
Benevolent ageism can manifest through "elderspeak," a patronizing communication style often used with older adults. This involves speaking in a high-pitched, slow, or overly simple tone, or using diminutive terms like "honey" or "sweetie". While often well-intentioned, this behavior can be demeaning and lead to feelings of incompetence and frustration for the patient. It also creates communication barriers that can hinder effective medical treatment.
Assumption and Exclusion
Ageist attitudes in healthcare can lead to the marginalization of both young and old patients. For example, a doctor might address the adult child of an older patient rather than speaking directly to the individual, assuming they are incapable of understanding their own health concerns. Conversely, a young patient with a serious condition might be treated differently by medical staff who doubt the severity of their symptoms. This reflects the ageist stereotype that severe illnesses are primarily a concern for older individuals.
Examples of Ageism in Social and Cultural Contexts
Ageist attitudes and behaviors are not limited to the workplace or healthcare and are embedded in social interactions and cultural norms. This includes everything from media representation to everyday jokes.
Generational Stereotypes
Making sweeping generalizations about an entire generation is a common form of ageist behavior. Phrases like "OK Boomer," referring to older adults as out-of-touch, or stereotypes about millennials being entitled or lazy are examples of ageism directed at specific age groups. These types of comments erode intergenerational solidarity and foster prejudice.
Exclusion and Infantilization
Ageism can manifest as social exclusion, where individuals are left out of social events or activities because of their age. A family member might assume an older relative is unable to keep up on a trip, excluding them without asking. Infantilization is another example, where an older person is treated like a child, with their decisions being questioned or their capabilities undermined by younger relatives. This behavior, even if intended as helpful, is disrespectful and patronizing.
Self-Directed Ageism
Ageism can also be internalized, leading individuals to hold negative beliefs about their own age. This is known as self-directed ageism. Blaming forgetfulness on having a "senior moment" or believing your best years are behind you are examples of this behavior. Internalizing these negative stereotypes can lead to decreased confidence, poorer mental health, and other negative consequences.
Workplace Ageism: Older vs. Younger Employees
| Aspect | Ageist Behavior Toward Older Employees | Ageist Behavior Toward Younger Employees |
|---|---|---|
| Hiring | Labeling an applicant as "overqualified" or assuming they lack technological skills. | Deeming an applicant "too inexperienced" despite qualifications or excluding them from roles. |
| Promotion | Passing over an employee for promotion because they are nearing retirement. | Overlooking a young worker for a leadership role due to a perceived lack of gravitas or maturity. |
| Training | Excluding older workers from new technology training or skills development opportunities. | Assuming younger employees only want menial tasks or "office housework". |
| Comments | Offhand remarks about a "senior moment" or jokes about an employee's age. | Using phrases like "Hey kids" or trivializing a young employee's input. |
| Layoffs | Disproportionately targeting older workers during layoffs or incentivizing early retirement. | Higher risk of being laid off during a downturn due to perceived expendability. |
Conclusion
Ageist attitudes and behaviors are deeply embedded in societal structures and interpersonal interactions, impacting individuals across the lifespan. From discriminatory hiring practices and exclusion in the workplace to infantilizing communication and stereotyping in healthcare, ageism manifests in countless ways. Recognizing these subtle and overt examples is the crucial first step toward fostering greater understanding and promoting respect for people of all ages. By challenging preconceived notions and calling out ageist behaviors, we can work toward a more equitable and inclusive society where a person's value is not diminished by their age.
