Organizational Wellness

How to Spot, Prevent, and Address Ageism in the Workplace

Last Updated Sep 10, 2024

Time to read: 16 minutes

Picture this: Maria, a dedicated employee with over 30 years of experience, is consistently passed over for leadership roles, despite her proven track record.

Meanwhile, Justin, a talented young worker, feels like his fresh ideas are brushed off because of his age.

Both feel stuck—blocked not by their abilities, but by age-based bias.

These stories aren’t unique. They play out in countless workplaces where ageism quietly stifles potential, holding employees back and leaving teams weaker for it. It’s frustrating, disheartening, and unfair for those who just want to contribute and grow.

If you’ve seen this happen in your organization, you’re not alone. Ageism can creep into even the most well-intentioned environments.

But the good news? It’s preventable. By recognizing age-based bias and taking steps to create an inclusive, age-diverse workplace, you can ensure that every employee—no matter their age—feels valued and empowered to thrive.

What is Ageism in the Workplace?

Ageism in the workplace is a form of discrimination where individuals are treated unfairly or overlooked simply because of their age. It's more than just a biased glance or offhand remark—ageism can have a real, damaging impact on careers. Whether it’s older workers being passed over for promotions or younger employees being dismissed as inexperienced, age-based bias chips away at the diversity and talent within a company.

Key signs of workplace ageism include:

Hiring Bias: Older applicants often get sidelined, even when they’re just as qualified (or more!) as their younger counterparts.
Stereotyping: The tired assumption that older workers can’t keep up with new tech or adapt to changes in the industry.
Promotion Roadblocks: Competent employees being denied leadership opportunities simply because of their age.
Exclusion: Leaving older workers out of key projects, professional development, or team events.

Ageism doesn’t just hurt individuals—it holds back companies from unlocking the full potential of a diverse workforce.

Key Laws Addressing Ageism in the Workplace

When it comes to protecting employees from age discrimination, the U.S. relies on two major pieces of legislation: the Age Discrimination in Employment Act of 1967 (ADEA) and the Older Workers Benefit Protection Act (OWBPA). These laws ensure that workers over 40 are treated fairly and not denied opportunities based on age. Let’s break down the essentials:

Age Discrimination in Employment Act (ADEA)

The ADEA is a federal law designed to protect workers who are 40 years or older from age-based discrimination. It applies to employers with 20 or more employees, including public sector organizations and labor unions. Here’s what you need to know:

Protection Scope: The ADEA covers hiring, firing, promotions, layoffs, compensation, benefits, job assignments, and training. It ensures that age isn’t used as a deciding factor in these areas.
Burden of Proof: If an employee alleges age discrimination, they must prove that age was the key reason for the adverse action. The goal is to show that their age directly influenced the employer’s decision-making.
Waivers: In certain cases, older employees might be asked to waive their right to sue for age discrimination, like when they receive severance packages. The ADEA regulates how and when these waivers can be requested.

Older Workers Benefit Protection Act (OWBPA)

The OWBPA builds on the ADEA, focusing specifically on protecting older employees’ rights when it comes to benefit plans. This law ensures older workers aren’t denied benefits like health insurance or pensions simply because of their age. It holds employers accountable for maintaining fair and equal benefit offerings to older employees.

Other Relevant Legislation

Age Discrimination Act of 1975: This law bans age discrimination in programs receiving federal funding but doesn’t cover workplace discrimination. If employment is involved, workers can turn to the EEOC for support under the ADEA.
State Laws: Some states have taken age discrimination protections even further. For example, in New York, protections extend to workers over 18, meaning younger employees also benefit from anti-discrimination laws.

Enforcement and Compliance

The Equal Employment Opportunity Commission (EEOC) enforces the ADEA. Employees who feel they’ve been discriminated against can file a claim, and the EEOC will investigate whether there’s enough evidence to pursue legal action. For businesses, staying up to date on age discrimination laws isn’t just about compliance—it’s about fostering aninclusive, respectful workplace. Violations can lead to costly settlements and serious damage to your company’s reputation.

Employers should make it a priority to develop policies that promote age diversity and prevent any form of discrimination. It’s not just a legal obligation—it’s smart business.

Recognizing Ageism When You See It

Spotting ageism in the workplace is crucial to building a vibrant, inclusive environment where everyone thrives—no matter their age. As an HR leader, you have the power to ensure that age isn’t a barrier to success or opportunity.

Here's how to spot ageism and take action:

Recruitment Patterns: Red Flags in Hiring

Watch For This: Are younger candidates always landing the job, even when older applicants are equally (or more!) qualified? Or is your job posting filled with coded language like "recent graduate" or "energetic team" that may discourage older talent from applying?
How to Take Action: Audit your hiring process. Use inclusive language, and make sure age isn’t a silent factor when evaluating candidates. Train hiring managers to focus on skills, not stereotypes.

Promotions: Who's Moving Up?

Watch For This: Are older employees stuck in the same roles while younger team members rise quickly through the ranks? If your senior employees are being sidelined for promotions, you’ve got a problem.
How to Take Action: Track promotions and career growth across all age groups. Set up mentoring programs that encourage career development for every generation. No one should feel like they’ve “aged out” of advancing.

Performance Reviews: Biased Feedback

Watch For This: Performance reviews loaded with vague, stereotype-driven comments like “lacking energy” or “not adaptable enough” for older employees. These can be subtle, but damaging.
How to Take Action: Shift the focus of evaluations to measurable, objective performance goals. Train managers to avoid biased language and provide clear, actionable feedback.

Workplace Culture: The Little (and Big) Things

Watch For This: Ageist jokes or remarks, like “You’re too old for this!” Even worse, notice if older workers are left out of key meetings or social events, which isolates them from the team.
How to Take Action: Create a culture of respect. Implement regular bias training, and make sure your inclusion policies are strong and well-communicated. Call out inappropriate behavior when it happens—no excuses!

Training and Development: Equal Opportunities?

Watch For This: Are older employees being passed over for training opportunities, especially those related to new technologies or skill development? This sends a message that they’re not worth investing in.
How to Take Action: Ensure equal access to professional development for all employees. Actively encourage older workers to participate in new training programs, and highlight the importance of lifelong learning for everyone.

Layoffs and Terminations: Who's Being Let Go?

Watch For This: Are older employees the first to be let go during layoffs or restructuring? This could be a sign of age-based decisions disguised as cost-cutting.
How to Take Action: Review layoff and termination data to ensure decisions are based on performance, not age. Implement clear, objective criteria for workforce reductions and regularly assess those processes for fairness.

Employee Sentiment: Listening to Feedback

Watch For This: Older employees may feel like their career is stalled, or worse, like they’re being pushed out. If you’re hearing these concerns in exit interviews or surveys, it’s time to dig deeper.
How to Take Action: Use anonymous surveys to check in with your workforce and gather honest feedback. Address any concerns head-on and take swift action to ensure that your workplace is free from age bias.

By staying alert to these signs and taking action, you can crush ageism in its tracks to create a workplace where everyone can thrive.

Examples of Ageism in the Workplace

Job Advertisements Targeting Younger Candidates

When Janet, 52, decided to apply for a marketing role, she noticed the job description requested someone “fresh out of college” with a “youthful energy.” Although Janet had 25 years of experience, she hesitated. The language in the ad suggested her age might be a disadvantage, even though her skills and qualifications matched perfectly.

Limited Career Advancement Opportunities

For years, Robert had been a reliable and innovative member of his team. When a management position opened up, he was sure his hard work would be recognized. But at 57, Robert was passed over for the promotion, with his boss mentioning the need for "fresh ideas." The younger, less-experienced candidate who got the job only reinforced Robert’s feeling that his age had become a barrier.

Exclusion from Training or Development Programs

Linda, 60, watched as her younger colleagues were sent to conferences and enrolled in training programs designed to build future leaders. When she asked to attend, her manager responded, "Well, you’re already so experienced. We need to invest in the next generation." It was clear to Linda that her age was being used as an excuse to keep her out of career development opportunities.

Negative Stereotyping

As the company adopted a new software system, Marcus, 55, was eager to learn. However, his manager assumed he’d struggle with the technology and assigned the task to younger employees instead. Despite Marcus's tech-savviness, he was repeatedly left out of similar projects, reinforcing the stereotype that older workers can’t keep up with technological advancements.

Forced into Early Retirement

Maria, 63, had been with the company for over 30 years and had no intention of retiring anytime soon. But when management rolled out early retirement packages, they strongly encouraged her to accept. Although she loved her work, the subtle pressure from leadership made her feel as though her age was more of a liability than her extensive experience was an asset.

Unfair Performance Reviews

James, 58, was known for his consistent performance and dedication. But when his latest performance review came in, it was notably harsher than expected. His manager pointed out a supposed "decline in energy" and "slow adaptability." Though James knew his work quality hadn’t changed, he felt his age was being used to unfairly justify a poor review, overshadowing his long history of success.

Ways to Preventing Ageism from Affecting Your Organization

Preventing ageism calls for proactive leadership. HR leaders must create a fair, dynamic workplace where every employee thrives, regardless of age. It’s not enough to react—tackling ageism is a great opportunity for HR to lead the charge, celebrating age diversity to ensure every team member feels respected.

Implement Clear Anti-Discrimination Policies

Start with strong, crystal-clear anti-discrimination policies that tackle ageism head-on. Make it known throughout your organization that age-based discrimination won’t be tolerated—whether in hiring, promotions, or terminations. Align these policies with federal laws like the Age Discrimination in Employment Act (ADEA) to protect employees at every career stage. And don’t just create the policy—actively communicate it, so everyone at your organization knows ageism won’t be tolerated. You can set up an anonymous reporting system so employees feel empowered to speak up. If you hear anything, ensure any claims are taken seriously and addressed promptly.

Provide Diversity and Inclusion Training

To truly prevent ageism, you need to embed it into your diversity, equity, and inclusion (DEI) training. Regularly train your teams to recognize and dismantle age-related stereotypes, like assuming older employees aren’t tech-savvy or that younger workers lack commitment. Make sure managers are aware of these biases, especially when they’re making decisions about performance or promotions. When DEI training includes ageism, it sets the tone for a workplace where employees of every generation are valued for their skills and contributions, not judged by their age.

Foster a Culture of Respect and Appreciation for All Employees

Creating a culture of respect and appreciation is key to wiping out ageism in your workplace. Make sure you celebrate the contributions of all employees, regardless of their age, and spotlight their achievements publicly. Include a diverse range of ages in employee recognition programs and success stories to show that value comes at every stage of life. You can also do regular check-ins and gather feedback to make sure everyone feels included. When respect for all ages is baked into your company culture, ageism doesn’t stand a chance.

Promote Intergenerational Collaboration and Mentorship Programs

Break down generational barriers by promoting intergenerational collaboration. Encourage mixed-age teams to work together on projects, so younger and older employees can learn from each other. This can be formalized with mentorship programs that allow both younger employees to learn from experienced workers and older employees to stay engaged by mentoring newer talent. These programs boost knowledge-sharing, eliminate stereotypes, and create a culture where every generation contributes to the team’s success.

Eliminate Age-Biased Language in Job Descriptions and Evaluations

Words matter! Go through your job descriptions and performance reviews with a fine-tooth comb to eliminate any age-biased language. Phrases like “young and energetic” or “recent graduate” can unintentionally signal that older applicants need not apply. In performance reviews, avoid vague, stereotype-driven comments like “lacking energy” or “not adaptable” for older workers. Focus on concrete, measurable skills and contributions. By making your language inclusive, you ensure everyone gets a fair shot, no matter their age.

Offer Flexible Work Options for All Employees

Flexibility isn’t just for the young—it’s for everyone. Offering flexible work options like remote work, part-time schedules, or phased retirement helps employees across all ages thrive. These options allow younger employees to balance family commitments and give older workers the opportunity to ease into retirement while still contributing their expertise. By supporting flexibility for all, you create an environment where everyone, regardless of age, can manage work-life wellness on their own terms.

Audit Hiring and Promotion Practices

Conduct regular audits of your hiring, promotion, and layoff practices to ensure that age isn’t playing a hidden role. Track the age distribution in these decisions and make sure they’re based on skills and performance, not outdated assumptions about age. Consider implementing blind recruitment practices where a candidate’s age is hidden during the hiring process to eliminate bias. Auditing your processes from time-to-time ensures accountability and reinforces that age isn’t a barrier to opportunity at your company.

Encourage Lifelong Learning and Development

Make it clear that learning doesn’t stop at any age. Provide opportunities for all employees—whether they’re fresh out of college or approaching retirement—to continuously develop their skills. Offer training programs and workshops that everyone can access, and encourage older employees to take part in learning new technologies or leadership programs. By fostering a culture of lifelong learning, you empower employees of all ages to stay engaged and contribute at the highest level.

Establish Fair, Age-Neutral Succession Planning

Ensure your succession planning process is fair and focuses on skills and leadership potential, not age. Review these plans regularly to make sure older employees aren’t being overlooked simply because of their age. Provide leadership development opportunities for everyone, regardless of where they are in their career journey, so that promotions are based on merit, not assumptions. By keeping succession planning age-neutral, you create a future where anyone can rise to the top.

Gather Feedback and Take Action

Listen to your employees—they’re your best source of insight into whether ageism exists in your workplace. It helps to conduct anonymous employee surveys to gather honest feedback on whether people feel they’ve been discriminated against or witnessed ageism. If you uncover concerns, act on them immediately. This shows your team that you’re serious about addressing age-related issues. When employees see that their feedback leads to real change, it builds trust and helps maintain a workplace that’s free from bias.

Putting these strategies to work sets the stage for organization into one where age diversity is celebrated, not just accepted. Employees at every stage of their careers will feel empowered to give their best.

How to Address Incidents of Ageism in the Workplace

Ageism isn’t something that can be fixed overnight—it’s a mindset that, if left unchecked, can quietly become part of workplace culture. To create a truly fair and inclusive environment, HR leaders need a clear plan that includes both immediate actions and long-term strategies.

Here’s an easy-to-follow action plan to help you tackle ageism to ensure your workplace stays welcoming for everyone.

Addressing Workplace Ageism: Action Plan

Step 1: Acknowledge the Report and Open the Lines of Communication

Jumping in right away shows your team you’re serious about addressing ageism. Open communication is key to building trust and taking action. Start with a confidential meeting with the employee who reported the incident. Let them know their concern is your priority, and that you’re committed to a thorough investigation. This validation creates transparency from the very start and reassures them that their voice is being heard.

Step 2: Launch a Thorough Investigation

A full, unbiased investigation is essential to getting a complete understanding of the situation. Gather information from all involved parties—employees, witnesses, supervisors—and review any relevant documents, such as emails or performance records. By taking a detailed approach, you not only ensure fairness but also build trust with your team, showing that every step is taken seriously.

Step 3: Take Decisive Action Based on the Investigation

Now’s the time to show that accountability matters. Swift, decisive action doesn’t just address the current issue — it sets a standard for the whole organization. Depending on the investigation’s outcome, apply the appropriate measures, whether it’s a formal warning, training, or even termination. Ensure that your actions align with company policies and legal guidelines, and clearly communicate the outcomes to everyone involved. This reinforces your zero-tolerance approach to ageism.

Step 4: Provide Support for the Affected Employee

Ageism can have a lasting emotional impact, so offering support helps your employee regain confidence and feel valued. Provide access to resources like counseling through your Employee Assistance Program (EAP), and schedule regular check-ins. Explore additional support like career development opportunities if needed, ensuring they know they’re an essential part of the team.

Step 5: Review and Revise Policies to Prevent Future Incidents

Addressing the immediate issue is important, but long-term change requires strong policies. Now’s the time to review your anti-discrimination policies and ensure they explicitly cover ageism. Audit processes like recruitment and promotions to remove any potential biases, and update your employee handbook as needed. A strong foundation helps prevent future incidents.

Step 6: Deliver Targeted Diversity and Inclusion Training

Many cases of ageism come from unconscious bias. Offering specific training can help employees recognize and address these biases. Implement diversity training that focuses on age-related issues, ensuring managers have the tools to foster age diversity within their teams. This kind of ongoing education builds a culture of respect and inclusion for every generation.

Step 7: Promote Intergenerational Collaboration

Encouraging employees of different ages to work together is a great way to break down stereotypes and build respect. Create opportunities for intergenerational collaboration, whether through cross-agementorship programs or mixed-age project teams. This fosters mutual learning, where older employees share experience and younger ones bring fresh perspectives, building a team where age diversity is a strength.

Step 8: Monitor and Check In Regularly

Once you’ve addressed the issue, ongoing monitoring is key to keeping ageism at bay. Schedule regular follow-ups with the affected employee, and keep checking in with their team. Surveys and data on promotions, retention, and engagement can all help you identify any lingering concerns. Staying proactive helps you ensure that progress is being made and issues don’t resurface.

Step 9: Commit to Continuous Improvement

Creating an inclusive culture is an ongoing journey. Make sure age diversity remains a regular topic of discussion in leadership meetings and is included in your long-term goals. Keep gathering feedback, stay flexible, and be willing to adjust as needed. When your employees see that you’re committed to continuous improvement, they’re more likely to stay engaged and invested in creating a welcoming environment for all.

By following this plan, you’re not just addressing ageism—you’re building a stronger, more inclusive workplace for everyone.

Boost Your Team by Tackling Ageism Head-On

Ageism doesn’t just hurt individuals—it blocks your team’s full potential. When HR leaders actively address age bias, they unlock a workplace where every generation shines, and everyone is valued for their unique skills and experience.

A powerful employee wellbeing program can help make your workplace welcoming to all employees. With Wellhub’s customizable platform, you can give your employees access to thousands of resources—from mindfulness apps to in-person workshops—designed to help every age group thrive.

Speak with a Wellhub Wellbeing Specialist today and start creating a truly inclusive, age-diverse workplace!

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