“Discrimination due to age is one of the great tragedies of modern life. The desire to work and be useful is what makes life worth living, and to be told your efforts are not needed because you are the wrong age is a crime.” — Johnny Ball
Who wouldn’t agree with that statement, in theory? But in fact,
age discrimination persists. Why? And what should talent-minded professionals do about it? These were the core issues we tackled at this week’s #TChat Twitter forum.
To help us take a collective look at the impact of age discrimination on today’s workforce, two of the HR community’s sharpest thought leaders joined our moderator,
• , a Steve Levy prominent workforce sourcing expert and popular recruiting blogger.
• , an Heather Bussing employment law attorney who is also a founding editorial advisory board member and contributor at HR Examiner.
Here are some top takeaways, followed by resource links and the
#TChat highlights slideshow: Ageism “Sniff Test”
Age discrimination is often not as overt as other forms of bias. When interviewing for a position, older candidates may be told that they’re not the right “fit” for an organization, or they’re “overqualified” for a job. Younger job seekers may be told to pursue unpaid internships to “gain more experience.” Either scenario may be appropriate — but when a pattern emerges, it’s most likely a systemic problem. Similarly, if employees “of a certain age” are consistently left out of communication loops, meetings and business decisions, discrimination is a likely culprit.
Ageism can be a factor at any stage in our lives — and tension seems to be mounting at both ends of today’s workforce, as the economic slowdown continues and more employees are retiring later in life.
What’s The Source?
Discrimination based on age (or other arbitrary criteria) stems from our need to categorize the abundance of information that surrounds us each day. Classifying information helps us process the world more efficiently — but not always effectively.
Fear seems to be a common factor in age discrimination.
We tend to feel more comfortable with things that are familiar, and we fear things that we don’t know or understand. An older worker may fear that a younger counterpart is more energetic, or offers more creative ideas. While a younger worker may fear that an older employee contributes more depth of knowledge in a particular area, or resists fresh ideas. These feelings may not be rational, but the fear can be very real. Yet, ironically, no one likes to be stereotyped. Keeping Age Discrimination Out Of The Office
To move past age discrimination, we need to embrace diversity, in all of its forms. A culture of inclusion starts with leaders who
leave age at the door. Smart leaders know that a diverse workforce contributes to innovation, and adds to a company’s value in the marketplace. It creates a “virtuous cycle” effect that encourages more collaboration among teams and employees. On the other hand, a one-dimensional workforce can breed “group think” that weakens a company’s competitive position. How Can Leaders Foster Workplace Diversity?
Start with the hiring process. Hire the best candidate for the job. Use
performance based hiring to avoid age discrimination. Consciously strive for a fair, inclusive, transparent recruitment process.
cross-mentoring program. This makes sense for employers in the face of today’s talent shortage. It encourages knowledge sharing and helps support succession planning. It can also boost employee engagement. What Can Each Of Us Do?
Consider listening and inquiry your personal weapons in the war against age discrimination. Never stop learning — no matter what your age. Embrace technology and use it as a tool to network with others and learn from them. Look for opportunities to grow personally and professionally, and share ideas with others at social forums, like
#TChat Twitter — where diverse thinking is always welcome!
For more inspiration, see resource links and
#TChat event highlights in the Storify slideshow below. If this post inspires you, be sure to add a comment below or jump into the #TChat stream any time. In our world of work, everyone is welcome, at any age! #TChat Week-In-Review: Age Discrimination Perception + Reality
Watch the #TChat Preview video now
TalentCulture Community Manager #TChat Preview: Tim McDonald set the stage for this week’s event in a preview post that featured a fun G+ hangout video with guest Steve Levy. Check it out: “Old Dogs + New Tricks: Will HR Learn?”
This week’s other special guest, Heather Bussing, offered a very human perspective on discrimination in a post at Related Post: HR Examiner. Read: “Why Age Discrimination Should Matter to You.”
TalentCulture CEO, Related Post: Meghan M. Biro outlined 5 steps that business leaders should take in overcoming workplace age stereotypes. Read: “How To Break The Age Bias Habit.”
This week, we by-passed #TChat Radio. Instead the entire community set the #TChat Twitter: #TChat Twitter hashtag on fire, as our guests joined moderator Cyndy Trivella in a lively discussion about 6 key age discrimination issues. The hour flew by, as thousands of ideas and opinions hit the stream. For highlights, see the Storify slideshow below: #TChat Highlights: Age Discrimination Perception + Reality
GRATITUDE: Thanks again to and Steve Levy for shining a light on workplace age discrimination. We welcome your enthusiasm and perspectives anytime! Heather Bussing
NOTE TO BLOGGERS: Did this week’s events prompt you to write about age in the workplace? We’d love to hear your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.
WHAT’S AHEAD: Next week we focus on next-generation workplace leadership with our special guest, YouTern CEO, Mark Babbitt! Watch for more details in the coming days.
Meanwhile, the World of Work conversation continues! So join us on the
#TChat Twitter stream, on our LinkedIn discussion group. or elsewhere on social media. The lights are always on here at TalentCulture, and your thoughts are always welcome.
See you on the stream!
Image Credit: Tim Tyrell-Smith at flickr