Ever had doubts about hiring someone because they seemed “too old” or thought younger employees were more adaptable? This happens more often than people admit and workplaces are full of examples of ageism that go unnoticed. And these biases could cost you talent, creativity, and even money.
Ageism in the workplace isn’t always obvious. That is why we have listed 8 examples of ageism, how these behaviors impact your team, and, most importantly, practical ways to address them. Create a workplace where everyone, regardless of age, can thrive and contribute their best.
What Is Ageism? + 8 Signs Of Age Discrimination
Ageism is discrimination against individuals because of older age, fueled by negative stereotypes that cause unfair treatment and fewer opportunities.
Here are the common signs of age discrimination:
- Favoring younger adults for important roles or opportunities
- Overlooking older adults for advancement or recognition
- Using terms like “overqualified” as a rejection reason for older adults
- Assuming older adults can’t adapt to new technology or trends
- Excluding older adults from learning or development programs
- Suggesting early retirement without considering physical and mental health
- Making jokes or comments about an older adult’s age
- Limiting growth opportunities for older adults based on age-related assumptions
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8 Signs Of Ageism In The Workplace & How To Handle It (With Examples)
Now, let’s take a closer look at how ageism shows up in the workplace and explore practical ways to address each sign effectively:
1. Favoring Younger Employees
This happens when managers think younger people are better because they’re more energetic, good with technology, or creative. Saying things like “Let’s pick someone fresh” or “They’ll handle the workload better” shows this bias and can make older employees feel unappreciated.
How To Deal With This:
Focus on what employees can do: their skills, experience, and results, not their age. Value different perspectives and make sure older employees are part of important projects to benefit from their knowledge.
2. Overlooking Older Candidates
Older employees are skipped for promotions because people assume they’re close to retiring or think younger workers bring more energy. This overlooks the loyalty, experience, and strong track record older employees bring, which could make them the best fit for the role. Ignoring these strengths means businesses risk losing out on reliable leaders and valuable expertise.
How To Deal With This:
Base promotion decisions on measurable performance and leadership potential. Challenge the mindset that career growth has an age limit, and give all employees equal access to opportunities to advance.
3. Using “Overqualified” In Rejections
Labeling older candidates “overqualified” is a way to hide concerns about salary expectations or the assumption that they can’t adapt. Saying things like “This might not challenge you” or “We need someone who can grow in the role” can be a form of age bias.
How To Deal With This:
Focus on the candidate’s skills, experience, and enthusiasm for the role rather than assumptions about their expectations. Be transparent about concerns, and give candidates the chance to address them directly instead of dismissing their potential.
4. Assuming Tech Issues for Older Workers
This bias shows up when managers assume older employees lack digital skills, saying things like, “This might be too technical for you” or “You’re used to the old way of doing things.”
These assumptions can make older workers feel discouraged and less likely to try new tools or learn new skills. In reality, many older employees are eager to adapt if given the right support and opportunities.
How To Deal With This:
Offer equal access to technology training and create a culture that encourages lifelong learning. Shift your mindset to view adaptability as a skill anyone can develop, regardless of age, and support employees in building confidence with new tech.
???? Did You Know?
79% of employees will quit after receiving inadequate appreciation from their managers.
(Source)
5. Excluding Older Staff from Training
This happens when older workers are left out of upskilling programs because of assumptions like “They’re too close to retirement” or “They won’t use these skills.” Comments like “Let’s prioritize younger employees for this training” reinforce the idea that older workers aren’t worth investing in.
How To Deal With This:
Make training available to all employees, regardless of age, and actively encourage older workers to participate. Remove age-based assumptions when selecting people for upskilling programs, and focus on skills and potential instead. Show employees that continuous learning is for everyone with an inclusive development plan.
6. Suggesting Early Retirement
This occurs when employers encourage older workers to leave, saying things like, “Wouldn’t you prefer more time to relax?” or “It’s time for fresh perspectives.” These suggestions can feel dismissive and imply that older employees no longer add value.
How To Deal With This:
Facilitate open conversations about career goals rather than assuming someone is ready to step away. If discussing retirement, ensure it’s employee-led and not based on subtle pressure or bias.
7. Joking About Someone’s Age
Age-related jokes like “You’re too old for this” or “That’s a boomer thing to say” may seem harmless but can create a hostile or uncomfortable environment. These remarks reinforce stereotypes and contribute to negative self-perceptions, making older employees feel less valued and confident in their abilities.
How To Deal With This:
Set a clear no-tolerance policy for age-related jokes and educate your team on how they impact workplace culture. Promote positive self-perceptions by fostering an environment where all employees, regardless of age, feel respected and appreciated for their contributions. Encourage open discussions to address inappropriate comments and reinforce inclusivity.
8. Limiting Growth for Older Employees
Older employees are excluded from key projects, mentorship opportunities, and leadership discussions because of assumptions like “They’re comfortable where they are.” This can prevent them from advancing in meaningful ways, making them feel stuck and undervalued.
How To Deal With This:
Encourage older employees to take on new challenges, lead initiatives, or mentor others based on their expertise. Offer professional development opportunities that focus on growth at all career stages, not just for younger employees.
???? Interesting Stats
Nearly 80% of satisfied workers under 20 want a career change by their 30s.
(Source)
10 Subtle Signs Of Ageism You Should Also Be Careful Of
Ageist stereotypes aren’t always obvious, here are some subtle signs of ageism to watch for:
- Assuming older workers lack adaptability
- Using “set in their ways” to describe seniors
- Prioritizing “young and energetic” in job ads
- Dismissing ideas from older employees
- Attributing mistakes to age
- Excluding older employees from social activities
- Assigning less visible or impactful tasks to older employees
- Using phrases like “you don’t need to worry about this”
- Assuming older employees won’t stay long in the role
- Making comments about generational differences in meetings
???? This Might Surprise You
Age is the most tracked diversity recruiting metric.
(Source)
Age Discrimination In Employment Act In Simple Terms
The Age Discrimination in Employment Act (ADEA) is a US law that protects workers aged 40 and older, including those in health-related fields, from discrimination in hiring, promotions, pay, and other employment practices.
Healthcare providers and organizations, as well as other employers, must ensure equal opportunities regardless of age in workplaces with 20 or more employees. The World Health Organization emphasizes the importance of combating age discrimination globally, including in workplace settings.
What It Prohibits:
- Discrimination in hiring and firing
- Denying promotions based on age
- Unequal pay for older employees
- Mandatory retirement policies
- Harassment due to age
- Exclusion from training opportunities
- Retaliation for reporting age discrimination
What This Means For You
It means you must create fair policies, ensure equal opportunities for all employees, and address any age-related biases in your workplace. Proactively build an inclusive environment that helps you comply with the law and retain top talent.
Conclusion
Examples of ageism can be subtle. So take a good look at how things are running in your workplace. Are your job ads or promotion decisions unintentionally favoring a certain age group?
Start conversations with your team about breaking these stereotypes. Invest in training, create opportunities for everyone, and show your employees—no matter their age—that their skills and experience are valued. Small changes now can make a big difference in creating a workplace where everyone thrives, including your business.
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FAQs
What are the main causes of age discrimination?
Age discrimination often stems from stereotypes, such as assuming older workers lack adaptability or younger employees are more innovative. Workplace biases, pressure to reduce costs, or cultural norms favoring youth can also contribute.
What are examples of ageist comments?
Examples include remarks like “You’re too young to lead this project,” “You’re out of touch with new trends,” or “When are you planning to retire?” These comments reinforce harmful stereotypes about age.
What are the different types of ageism?
The types of ageism are:
- Self-directed ageism – individuals internalize negative stereotypes
- Interpersonal ageism – seen in biased interactions like dismissing ideas
- Institutional ageism – reflected in workplace policies favoring younger employees.
What are the words associated with ageism?
Common ageist terms include “overqualified,” “too old,” “outdated,” “set in their ways,” and “slow to adapt.” These phrases often imply negative assumptions based on age.
