Hey there Monsters,

Ageism in the workplace is a sneaky issue that affects both the young and the old. It affects all genders, nationalities and religions. It is a universal problem and it seems like we don’t talk about it enough. In some places it is good to be young, in others, it is better to be old, and sometimes it is not good to be young or old. The ageism-debate is confusing, nerve-wrecking and downright crazy. I have written an entire book to show how ageism reflects on the younger employees at work, frequently underestimated, underdeveloped and under-mentored. Today however, I want to focus on how ageism impacts the older population at work, specifically Baby Boomers and GenX. It’s a topic that deserves attention, especially since a significant portion of the unemployed are 50+. I recently attended an event where the keynote speaker showed the concerning statistics at European level and showed her own experience searching for a new job in her mid-fifties, which turned out to be a gruelling experience.

Let’s dive into the prejudices organizations and managers have against older employees and why this needs to change.

When we think about ageism, we often overlook the harsh reality faced by older employees, such as Baby Boomers and GenX. Despite their vast experience and invaluable insights, they are often the ones bearing the brunt of workplace discrimination. The statistics are telling: a large proportion of the unemployed are over 50, and this isn’t because they lack skills or willingness to work. Instead, it’s due to persistent stereotypes and biases.

Why Are Most of the Unemployed 50+?

One major issue is the pervasive belief that older employees are not tech-savvy or adaptable to new technologies. This stereotype is not only unfair but often untrue, as many Baby Boomers and GenX employees are proficient in technology and continuously learn new skills. Yet, this misconception can lead employers to favor younger candidates, believing they will be more adept with modern tools and trends.

Another common prejudice is the assumption that older employees will demand higher salaries due to their experience. This can make organizations hesitant to hire or retain them, despite the value they bring to the table. The focus on cost can overshadow the benefits of their extensive knowledge and expertise.

Health prejudices also play a role. There is a misconception that older employees are more likely to have health issues and take more sick leave. While health can be a factor, it should not overshadow the numerous benefits of having experienced employees on your team.

Additionally, some managers believe that older employees are less ambitious or have no desire for career advancement. In reality, many are eager to take on new challenges and contribute meaningfully to their organizations. They often seek fulfillment and purpose in their work, just like their younger counterparts from GenZ.

Prejudices Organizations and Managers Have Against Older Employees

Organizations often operate under the assumption that older employees resist change and are set in their ways. This stereotype can lead to older employees being overlooked for projects that require innovation or adaptability. However, many Baby Boomers and GenX employees have demonstrated incredible adaptability throughout their careers, continuously learning and evolving with the industry.

There’s also the hesitation to invest in training for older employees. Companies might fear that they won’t get a return on investment if the employee retires soon after. This short-sighted view ignores the immediate benefits of upskilling experienced workers who can quickly apply new knowledge and mentor others.

Another bias is the unfounded belief that younger employees, particularly GenZ, are inherently more innovative. While young minds can bring fresh ideas, innovation comes from diverse perspectives, including those of seasoned professionals who can combine experience with new insights to create effective solutions.

Employers often assume that older employees are close to retirement and thus, not worth the long-term investment. This overlooks the fact that many are willing to work longer and bring stability to the workforce. By discounting them, companies miss out on a wealth of knowledge and continuity.

Addressing Hostility Between Generations

It’s not just the older generations facing prejudice; younger employees can also harbor hostility towards their senior colleagues. Please don’t judge me, but I’ve caught myself stereotyping my older colleagues and bosses in the past, often referring to them as “dinosaurs.” In my point of view, they were much less flexible, much slower and much better paid than me. And some of this is not completely untrue, but today let’s focus on their perspective. Older employees feel unwanted and neglected as workplaces compete to attract new and fresh talent. This focus on youth can make experienced employees feel devalued and overlooked.

In the new world of work, intergenerational teams are key, and so is the role of senior employees. They will for sure need new roles that will emphasise their experience, whilst helping them to develop new skills and foster long-term employability.

Why Older Employees Are Key to the Workplace

1. Experience: They bring decades of experience that can help navigate complex problems and mentor younger employees. This depth of knowledge is irreplaceable and can guide teams through challenging situations.
2. Reliability: Older employees often exhibit high levels of reliability and a strong work ethic, setting a positive example for the entire team. Their consistency can lead to higher overall team performance and morale.
3. Loyalty: They tend to stay longer with employers, reducing turnover and the costs associated with hiring and training new staff. This loyalty can build a strong, cohesive team that works well together over time.
4. Broad Skill Sets: Having worked in various roles and industries, older employees have diverse skills that can be invaluable to a company. Their ability to apply different experiences to new challenges can lead to innovative solutions.
5. Mentorship: They provide mentorship and guidance to younger employees, fostering a collaborative and learning-focused workplace. This mentorship can accelerate the development of younger team members, benefiting the entire organization.
6. Crisis Management: With years of experience, they are often better equipped to handle crises and unexpected challenges calmly and effectively. Their steady hand can be crucial during turbulent times.
7. Professional Networks: They come with extensive professional networks that can be beneficial for business development and partnerships. These connections can open doors and create new opportunities for the company.
8. Commitment to Quality: Older employees often take pride in their work, ensuring high-quality outcomes and attention to detail. This commitment can elevate the overall standard of the company’s products or services.
9. Historical Perspective: They offer a long-term perspective on industry trends and company history, helping to inform strategic decisions. Understanding past successes and failures can guide future strategies.
10. Adaptability: Contrary to stereotypes, many older employees have successfully adapted to numerous changes in their careers and are open to learning new technologies and processes. Their ability to adapt can inspire others and create a culture of continuous improvement.

It’s time we challenge and change the outdated ageist perceptions.

Firstly, age is neither good or bad. Age simply is. We cannot stop it. It is like asking for the Earth to stop revolving. So let’s embrace it.

Age is an asset, not a liability. Making the most of the strengths and contributions of older employees can lead to a more dynamic, inclusive, and successful workplace for everyone. Let’s make a conscious effort to value experience and diversity in our teams, bridging the gap between Baby Boomers, GenX, Millennials and GenZ.

Until next time,

Helena