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Ageism

Ageism simply means discrimination or prejudice against individuals based on their age, typically in the workplace. It results in affecting both younger and older employees, though it is most often experienced by older workers who may face stereotypes about their adaptability, productivity, or willingness to learn new skills. Ageism undermines diversity, limits career opportunities, and damages workplace culture, making it a critical issue for HR teams to address.

What is Ageism in the Workplace?

In the context of employment, ageism involves treating someone unfairly or unfavourably because of their age. This can include biased hiring practices, assumptions about capability, denying training opportunities, or forcing early retirement. It may also appear subtly in workplace language or attitudes—suggesting that older workers are "set in their ways" or that younger employees "lack experience." Recognising these behaviours is the first step toward eliminating age discrimination.

Examples of Ageism

There are several forms of Ageism which takes place in workplace like:

• Rejecting qualified older candidates during recruitment based on stereotypes about energy or tech skills.
• Assigning less challenging tasks to older employees because of assumptions about capability.
• Overlooking younger workers for leadership roles due to perceived lack of "maturity" or tenure.
• Using age-based jokes or language that creates an unwelcoming environment.

Such actions lower engagement, damage morale, and make it more difficult for the company to attract and retain talent.

Impact of Ageism on Organisations

If there Unchecked ageism negatively affects organisations in several ways. It reduces the available talent pool by excluding skilled workers based on age alone. It can result to increase the employee turnover, as those who feel undervalued seek fairer employers. Age discrimination may also expose companies to legal risks under anti-discrimination laws. More importantly, it undermines a diverse and inclusive culture that values experience, fresh ideas, and collaboration across generations.

How HR Can Prevent Ageism

Creating an inclusive workplace requires proactive steps to address ageism. HR teams can

• Develop and enforce clear anti-discrimination policies that include age.
• Train managers and recruiters to recognise and overcome unconscious age biases.
• Promote diversity and inclusion initiatives that highlight the value of all age groups.
• Equal access to training and development opportunities should be guaranteed to staff members at all career stages.
• Foster a respectful culture where all employees feel valued for their skills, knowledge, and contributions.

By actively addressing ageism, organisations can build stronger, more diverse teams and maintain a positive, productive workplace for all.