6 Common Signs of Workplace Ageism and How to Deal with It

Ageism in the workplace, although rarely blatant (it’s illegal, after all) is not uncommon.

While some organizations have begun to understand the societal and economic advantages of a diverse and inclusive workforce, many others are yet to take decisive steps to fight ageism in the workplace.

Sign of ageism in the workplace

Listed below are the six most common signs of ageism in the workplace:

1. Training opportunities

If training opportunities are offered exclusively to younger employees but not older ones, this could be a sign of ageism. It may include –

• Access to the learning material

• Employer funding or subsidizing the education or training of younger employees

• Employer sending younger employees to attend industry seminars, exhibitions, conferences, etc.

• Employer excluding the older employees from internal skill training & certification programs

2. Team activities

If a company’s HR department routinely organizes a set of team activities that demand athleticism, it may be a sign of ageism. This is because these activities can easily put older employees at a disadvantage.

If you and other employees above the age of 40 feel that the HR department always picks team activities that you cannot participate in, it could be intentional.

3. Work assignments

An employer or a supervisor may continually overlook older employees for seemingly challenging work assignments even when there is a history of these employees having performed similar duties in the past.

A supervisor may also assign the most tedious or monotonous tasks to older employees.

If you have been singled out for workplace assignments that other workers do not want or delegated to back-office jobs that keep you away from customers, it could be due to your age.

4. Performance reviews

If you are good at what you do in the workplace but find your supervisor increasingly reprimanding you about the work quality.

Or the HR department for inexplicable reasons has now begun to give negative performance reviews, they may be in the process of establishing a paper-trail to justify firing you in near future.

Such tactics are at times used by employers to protect themselves from potential wrongful termination lawsuits.

5. Age-related jokes and remarks

Employers or co-workers may pass comments or remarks about older workers.

It can at times be playful, with others joking about your future retirement plans or physical abilities and limitations such as difficulty climbing up the stairs, slow typing speed or lifting a bunch of file folders. Or, it could be a downright aggressive remark, made especially to make you feel bad about yourself, pressure you to quit or free up a specific position in the workplace for another, younger employee.

Often, older workers may be treated by supervisors or employers as too sensitive and communicated that “it’s just a joke!” Disparaging comments about someone’s age or even seemingly harmless jokes in the workplace imply that an employer isn’t taking workplace age discrimination seriously.

6. Raises and promotions

Different decisions concerning raises and promotions may be perceived as ageism or workplace age discrimination even when based on individual performance. Therefore, it is necessary to look at organization-wide trends.  

If you had been getting consistent raises and promotions for many years until you turned 50 when your employer abruptly stopped promoting you or raising your salary, it could be due to your age.

The company management can also put older employees on an employee improvement plan despite the fact that their performance had been satisfactory.

How to combat ageism in the workplace

Here are some practical ways to deal with ageism in the workplace:

1. Fight the stereotypes

You need to commit yourself to fight stereotypes concerning professionals above the age of 40.

If certain stereotypes or prejudices have crept into the company culture, inform the company management or the HR department about it. Employers or young supervisors, for instance, may have the wrong notion that older employees are incapable of embracing new technology or dealing with a new client.

They may even think that you lack the ambition and energy to achieve organizational goals, while completely ignoring the wealth of knowledge and industry experience acquired over the years.

2. Be assertive

Don’t subscribe to prevailing beliefs about aging professionals and don’t let anyone else make assumptions about you.

Also, do not ignore a playful or tacky comment about your age. Avoid knee-jerk reactions but clearly explain to a co-worker or supervisor that he or she should refrain from making remarks that sound ageist.

3. Contribute

Be willing to contribute to the best of your capabilities. Make it clear to a co-worker or a supervisor that you do not want them to ‘take it easy’ on you.

If you believe a training program can help you do more for the company, ask for it.

4. Invest in yourself

When you start to think you are lagging behind in learning a new skill and technology or understanding a new business practice, patiently invest in your development.

Use all the resources at your disposal, such as the Internet, to keep learning.

How to deal with age discrimination in the workplace?

It can be upsetting and unfair if you feel you are being treated differently at work because of your age. This is called age discrimination. If you think this is happening to you, here’s what you should do:

1. Keep Careful Records Right Away

From the very first day you suspect you are a victim of age discrimination, it’s really important to start keeping detailed notes. Think of yourself as a detective gathering clues.

• Write down everything: Note down all important conversations, emails, memos, or any other kind of communication that seems related to the unfair treatment.

• Record dates and times: Make sure to write down the exact dates and times these events happened.

• Note names of people: If there were any witnesses to these events or conversations, write down their names. Their memory of what happened could be helpful later.

2. Understand Your Rights if You Lose Your Job

If you have been fired and you believe it was because of your age and not for a fair reason, it’s important to understand what “wrongful termination” really means legally.

Wrongful termination happens when an employer fires you for an illegal reason. Age discrimination can be one of those illegal reasons.

3. Talk to a Legal Expert

It’s a good idea to get advice from a lawyer who specializes in employment law.

They can look at your situation carefully and explain your rights and what steps you can take next. They can help you understand if what happened to you is actually age discrimination under the law.

4. Know the Federal Law

In the United States, there is a federal law called the Age Discrimination in Employment Act (ADEA).

This law makes it illegal to discriminate against workers who are 40 years old or older because of their age. This law applies to most companies that have at least 20 employees.

5. Be Aware of State Laws

Some states have even stronger laws to protect workers from age discrimination.

For example, California has the California Fair Employment and Housing Act (FEHA). This law may offer even more protection than the federal law. If you live in a state like California, it’s important to know about these extra protections.

In simple terms, if you believe you are being treated unfairly at work because of your age, start keeping good records, understand your rights if you get fired, talk to a lawyer, and know that there are laws in place to protect you.