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In the modern workplace, workers are becoming increasingly inclined to delay retirement and instead keep going into work. However, there is one significant obstacle to this- the prevalence of ageism in the workforce.
While incredibly harmful to individuals, ageism can also have a myriad of different internal and external impacts on a business. From a damaged reputation and high turnover rate to low morale and diminished productivity, the effects of ageism are far-reaching.
Defining ageism
With instances of ageism becoming increasingly prevalent in the workforce, it’s important to understand what this term means. This is especially prudent when you consider that acts of ageism can be committed in both subconscious and conscious ways.
Put simply, ageism is an act of prejudice on the basis of someone’s age. In a workplace setting, ageism can present itself in many different forms. For example, a comment highlighting a person’s inability to use technology because of their age is in fact ageist.
It is worth mentioning that ageism can affect employees whether they are young or old. This is because ageism can present itself in a way that suggests that you’re either too old or too young to perform a certain task or to understand how something operates.
Consequences of ageism
While ageism can present itself in seemingly innocuous ways, this type of discrimination can have far-reaching consequences. In fact, a business can be impacted both internally and externally by instances of ageism.
It is also worth noting that ageism can be quite damaging to individuals, causing mental and financial strain. This is especially upsetting when you consider that an Australian Seniors survey found that 1 in 5 experienced age discrimination within the workforce.
Damages productivity
Ageism can impact the affected employee’s productivity. This is because discrimination makes for a negative working environment. Consequently, it can be common for workers to experience mental health issues.
When employees are feeling undervalued, underused, underappreciated and discriminated against, it becomes hard to complete basic tasks. There can also be a level of resentment. All of which makes it hard to focus and be productive at work.
Lowers morale
When ageism occurs, it’s more likely than not that other employees will either see the discrimination or hear about it second hand. Witnessing or even hearing about discrimination can be quite confronting.
When employees feel uncomfortable, angry or devalued, workplace morale is significantly lowered. This makes it significantly harder to provide excellent customer service, let alone keep productivity levels and product quality high.
Diminishes company culture
When a company displays ageism, company culture undoubtedly suffers. By discriminating against employees of a certain age, a company’s talent pool is unnecessarily limited, resulting in a workplace that lacks diversity.
A company that has a reputation for discrimination also sets a precedent for employees to speak to each other in damaging ways. This not only makes collaboration virtually impossible, but it also makes the workplace a negative place to be.
Poor company brand
It’s a fact older than time- people talk. If your company is known to be ageist, it impacts your overall brand. This is particularly harmful when you consider that consumers and workers tend to gravitate towards businesses with a good name.
Additionally, age discrimination is against the law. This means that it is perfectly reasonable for an affected employee to sue for age discrimination. This kind of court case can severely damage a company’s reputation and public perception.
Low retention rates
Instances of ageism in the workplace can lead to high turnover rates. This is because the affected individual and those who witnessed the ageism are unlikely to continue working for a discriminatory company.
Low retention rates mean that there will be a revolving door of employees entering and exiting a company. This can also affect the productivity levels and morale of current workers.
Lack of experience
Hiring employees from different age groups makes for a diverse organisation. This is because people from different age backgrounds have different skill sets, experience levels and industry contacts.
By displaying ageism, you are unnecessarily limiting your talent pool. More importantly, you are limiting the experience levels of people within your company, resulting in diminished creativity and a smaller selection of skill sets.
Ageism in the workplace
With life expectancy rates rising and employees’ overwhelming desire to keep working for as long as they feel supported, it’s particularly upsetting to note the prevalence of ageism in the workforce.
When a company displays age biases, virtually everyone within the organisation is affected in some way, shape or form. In fact, ageism can also have drastic effects on external factors such as reputation.
Therefore, when a company eliminates ageism, it becomes a far more attractive place to be associated with, for all key stakeholders. While ageism won’t disappear overnight, it’s an issue worth fixing in order to be a highly productive and desirable company.