Let’s Talk Ageism in the Workplace

This summer was unlike any I have had in recent years. Spent time reading, reflecting, and allowing myself the rare luxury of stepping back from the usual busyness of my platform. It was a season of quiet, a time to observe and think deeply. If I had to define 2024 so far for me, it would be a year of thoughtful pause. That’s not to say I wasn’t busy—people matters never take a break. As a coach, mentor, and mediator, I’m always involved in helping others manage their workplace challenges and woes,  guiding them through the complexities of human interactions. But despite this ongoing activity, there was a noticeable shift within me—a spark that brought one particular issue to the forefront of my mind: ageism in the workplace.

This isn’t just a passing thought; it’s been a frequent topic in conversations with colleagues, clients, and friends. Time and time again, I’ve found myself grappling with outdated, harmful stereotypes about age, both old and young. The concept of a truly diverse workforce—one that includes a broad range of ages—keeps coming up, and I firmly believe it holds the key to creating a positive and productive working environment. Yet, I’ve seen disturbing signs that make me question if there is a backwards shift rather than forward thinking.

I have come across recruiting practices that frustrate me —CVs being discarded based on assumptions about the candidate’s age before they’ve even been considered for the role. In some cases, educational backgrounds are scrutinised, not for qualifications, but for clues about when someone might have left school, as if this somehow predicts their ability to contribute. Worse still are the assumptions about digital competency and adaptability, with the suggestion that anyone over a certain age might struggle to keep up in a fast-paced, tech-driven environment. The reality? In many cases, these assumptions couldn’t be further from the truth.

What troubles me most is the wasted energy spent worrying about imagined health issues that older workers might have. In reality, these workers are managing their health like anyone else —more reliable than some younger counterparts when it comes to attendance and showing up.  There is this notion that being older means being slower, less capable, or outdated, and it’s a narrative that we desperately need to dismantle. And here’s something ironic: many of the decision-makers enforcing these outdated views are themselves ageing. Do they not realise that they, too, may one day face the same biases? Are they not thinking about their own future, or that of their families, who might one day be similarly excluded?

The impact of ageism isn’t just limited to older workers either. Let’s not forget the reverse bias where younger workers—particularly Gen Z—are overlooked and judged for jobs because they’re considered “too young” or “too lazy.” But today, I want to focus on the older workforce and the harmful assumption that age automatically diminishes value. It doesn’t.

Some cultures understand this well. In some places, older workers are revered for their experience and wisdom. They are seen as assets, capable of driving long-term success. In these environments, companies actively seek out older workers, recognising the invaluable perspective they bring. Imagine if more companies adopted this mindset—if we saw age as a strength to be leveraged, rather than a limitation to be worked around.

From my own experience, older workers aren’t just valuable because of their years of experience. They often serve as mentors to younger colleagues, bridging the gap between generations in ways that enhance collaboration and understanding. Their problem-solving abilities are honed from years of navigating complex working challenges, and they bring a reliability that is often hard to find. Rain or shine, they show up.

In a world where people are living longer and healthier lives, the idea that age should define someone’s potential is not just wrong—it’s outdated. Many industries are struggling with resource shortages, and overlooking the potential of older workers is a missed opportunity. By continuing to perpetuate ageist stereotypes, companies are at risk of losing their competitive edge. Older workers bring resilience, adaptability, and a wealth of knowledge that can’t be easily replaced.

So here’s my advice to older workers: stay adaptable, stay confident, and don’t let anyone dull your sparkle. Age is your strength. Experience is your power. You have so much to offer, and it’s crucial to remember that. Don’t let anyone’s bias or misconceptions hold you back from contributing everything you’re capable of.

As we move from the quiet contemplation of summer into the conversation-heavy months of autumn, I want to challenge all of us to reflect on how we view age in the workplace. Let’s talk openly about how we can value every generation for what they bring. Ageism is not just a problem—it’s an opportunity to evolve, to build workplaces that are inclusive of every stage of life.