Implementing diversity, equity, and inclusion (DEI) strategies should be a priority for all companies. What should be included in these efforts that is talked about less frequently is the ageism that occurs in the recruiting process and within the workplace. Age discrimination is quietly accepted and rarely discussed and that shouldn’t be the case. Not only is age bias illegal and immoral, it harms the employee and creates a toxic work environment. Plus, having an age-diverse workforce creates a culture of varying perspectives and creativity. This week, we look at the concept and impact of age bias in the workplace, and the benefits of an age-inclusive workforce. 

CV Ageism: Can You Be the ‘Wrong’ Age for a Job?

A 50-year-old worker is up to three times less likely to get an interview than a 28-year-old applicant, according to one study. Age discrimination is not limited to older job-seekers. Studies also show that younger workers can be considered undesirable employees, making it difficult to get hired. Ageism is an issue within the recruiting process, and job-seekers are trying to get around it by removing age-specific information from their resumes in an effort to land an interview. This seems to be a permitted prejudice that occurs within the recruitment process and this article suggests ways to tackle this issue head on.

The ‘Acute’ Ageism Problem Hurting Young Workers

When we hear the term ‘ageism in the workplace,’ typically our minds drift towards envisioning an older employee. But reverse ageism is also real and worse than ever. There tend to be negative-leaning stereotypes and lesser expectations of young employees. When preconceived notions influencing broad dislike of Millennial and Gen Z workers combine with traditional seniority structures, the result can be a workplace environment that holds young people back more than ever. This results in a negative impact on career trajectory, stunting progress, getting in the way of opportunities for promotion, and ultimately hurts the businesses’ bottom line. 

Does Your Company’s Diversity, Equity, and Inclusion Strategy Include This Critical Element?

Talent is overlooked across the age spectrum whenever age is wrongly used to determine eligibility. Companies must ensure age equity is a critical element in DEI strategies to successfully address workplace age inclusivity. Strategic programming to address this helps employees understand the myriad of ways that age bias shows up in the workplace. For any organization that wants to succeed in the future of work, an age-inclusive, age-equitable workplace culture is not optional. Without it, organizations will face a constant battle to find and retain talent, as the current turnover climate has demonstrated.

5 Benefits of Age Diversity in the Workplace

More than $91 million has been recovered for age discrimination at work. Age discrimination is one that companies should continually keep in mind because it is unethical and expensive. Ensuring age diversity in the workplace fosters a culture that allows for experience and wisdom to stand out as well as a youthful energy and eagerness to learn. From fueling innovation to reducing turnover, here are five benefits of age diversity in the workplace. 

One Lesson From the Theranos Scandal: We Need Age Diversity on Corporate Boards

The average board director among the S&P 500 is 63 and trending older. The men that made up the board during the Theranos scandal were industry veterans ranging from former senators, generals, CEOs, and more. The resumes of the board members were extensive and impressive but lacked diversity in age, gender, ethnicity, and experience. It eventually became clear that they did not know enough about blood testing. Too many of today’s corporate directors lack the relevant experiences to oversee executive teams, spot early signs of overreach, or guide their companies through business challenges. There are four ways for institutional investors, regulatory agencies, and banks to band together to influence boards. Learn what they are.