6 Signs of Ageism in the Workplace and How to Handle It

6 Signs of Ageism in the Workplace and How to Handle It6 Signs of Ageism in the Workplace - and How to Handle It6 Signs of Ageism in the Workplace - and How to Best Handle ItAre you ready to slow down at work and retire? We didnt think so eitzu sich.You might imagine that the modern-day workplace has left discrimination in the past century because the new wave of employers, HR managers, and employees have all been well-educated about the value of an inclusive work environment. And yet, ageism is still alive and well.What does ageism look like? A 28-year-old female CPA might be told that she is too young to be a controller. A job candidate in his 50s could hear that the company is looking for a recent college graduate with a lot of energy and no bad habits, while an employee in her 60s might be counseled out of attending an industry conference, ostensibly to allow her to take it easy this month. Although ageism can certainly cut both ways, most complaints and studies have focused o n the experience of the 50+ crowd.According to AARP, 64 percent of workers have witnessed or experienced age discrimination. Even though theres been plenty of research that overturns common stereotypes about older workers, the new ways of thinking havent been fully absorbed yet. And so, its important to be alert for signs of ageism and to know your options if you or someone in your family experiences age-based discrimination in the workplace. What is ageism anyway?The best place to start is with some legal background.The Age Discrimination Employment Act (ADEA) was passed in 1967. From that point on, age has been one of the protected characteristics in the workplace, which means employers cannot discriminate against employees based on their age. This includes hiring, firing, work assignments, and vorrckens. As a side note, its important to know that this legal protection doesnt cover employees of smaller companies because businesses with fewer than 20 employees are exempt from the A DEA.The intent of the legislature may have been clear-cut, yet real-life applications are anything but. For example, imagine an accounting department at an insurance company. The department is run by a female accounting manager whos 30 years old. One of the staff accountants, Joann, is 62 and has been with the insurance company for over 25 years. Another staff accountant is a brand-new college graduate named Josh who has been with the company for a year and a half.Now, imagine that the performance review cycle rolls around. Joann gets average and below-average marks with a standard company-wide cost of living (COL) salary increase. Josh gets high-performance marks, the same COL increase, a performance bonus, and a versetzung to accounting lead. Is this age discrimination?Not necessarily.Its possible that the young accounting manager has negative stereotypes about older employees, but its also possible that the outcome had nothing to do with age and that Joshs performance was simply stronger than Joanns. The manager may have observed that Joann makes repetitive mistakes, is resistant to changing her account reconciliation format to match the new standard thats been rolled out earlier in the year, and has also missed several important deadlines.On the other hand, Josh may have gone to great lengths to get his work done on time. He may have taken the initiative to meet with professionals outside his department to understand and resolve reconciliation issues that had been lingering since before he joined the company or even volunteered to take on additional work when another accountant was out sick for a week during the year-end close.This example wasnt chosen to imply that there is no such thing as age discrimination, but rather to emphasize that human interactions are inherently messy. In any group of professionals, its virtually impossible to have two individuals with the exact same performance. Peoples contributions to the company vary from partie to person (a nd even for the same person over the course of several years). And, like it or not, we all automatically notice and recognize other peoples age as we interact with them. Age distinctions and performance differences arent the problem but in order to have an inclusive workplace, its important to separate the two. What does ageism in the workplace look like?Most hiring managers and HR professionals would tell you that there is no ageism in their company, but reality isnt this straightforward. Its possible for age discrimination to go completely unnoticed. Its also possible that benign behaviors might seem like ageism to older employees. In other words, dont assume that you are in the clear because you work at a forward-thinking company, but also, just because something feels like ageism doesnt make it so.Here are a few examples of what age discrimination might look likeLearning opportunities are automatically offered to younger employees not older ones. This can include educational c oursework, access to reimbursement for continuing education, professional or industry conference attendance, etc.Being overlooked or passed over for challenging assignments. This may also look like an unfair share of unpleasant or tedious assignments given to older employees.Being left out of client meetings or company activities.A spoken or unspoken assumption that you are not entitled to take time off for family commitments because you dont have young kids at home.Disparaging comments and remarks about age. This could be framed as subtle and playful, with others joking about your age, retirement plans, slow typing speed, gasping for breath while coming up the stairs, etc. Or, it could be downright aggressive (e.g. pointed and/or cornering comments that pressure you to retire and free up the position for another professional). Being passed over for raises and promotions. As in our example above, this one can get tricky. Different raises and promotion decisions may indicate age-base d discrimination, or they might be a reflection of individual performance.Whats the best way to deal with ageism in the workplace?Step one Dont assume that you or your workplace are 100 percent immune to age discrimination. Our brains work by relying on established stereotypes for faster processing and decision making. Learn to recognize your own thinking patterns. Challenge your assumptions. If you see signs of ageism that arent directed at you, dont distance yourself by thinking that this could never happen to you.If you have experienced this, or if you worry about that as a possibility, heres how to deal with ageism in the workplaceInvest in your continued growth and development. Read, stay up to date on trends and best practices, and push yourself to do better every year. Get a mentor, whether within your current company or outside, who is dedicated to supporting your success.Make a commitment to fight the stereotype of an aging professional who is uncomfortable with change and technology, low on energy, and coasting without ambition. Todays older workforce is a wealth of industry and institutional knowledge. However, theres value in not launching into stories about the good old days. Dont be the one to bring up your age as the reason why your boss should take it easy on you. Dont fall into a belief that your workplace owes you something for your past contributions. Dont buy into age stereotypes your own thinking can affect how you act.Project the same level of polish and professionalism as your younger colleagues. Perhaps you are feeling secure in your position as an established contributor, but thats no reason to falter in doing your best to represent your company.RelatedWant to Get Promoted at Work? Heres How to Boost Your Chances of SuccessFinally, if you do experience signs of age discrimination, take detailed notes write down the dates and the names of witnesses to conversations. Reach out to an employment attorney who can assess your situation and advise you on next steps.Just like your younger colleagues, keep your network active and your options open. Spend some time each year updating your resume and your online profiles make sure to follow the most current standards so as to not date yourself. At the end of the day, the best way to prevent yourself from falling victim to age discrimination is to stay on top of your career game.Need to update your resume just in case? Let one of our TopResume professional resume writers help you outRecommended ReadingAsk Amanda How Can I Overcome Ageism in the Job Search?6 Ways You Can Overcome Age Discrimination During the Job SearchThe Thrill of the (Job) Hunt How to Get Headhunters to Find You