With life expectancy rates higher than ever before, it makes sense that workers want to be employed for longer. This way, they can keep mentally active, all the while using their unique skill set to contribute to the workforce.
However, there are some barriers working against individuals being employed for longer. Namely, ageism. This form of discrimination has far-reaching implications, for both the victim and the broader business.
Defining ageism
In order to understand just how far-reaching the effects of ageism are, it’s important to understand the term. Put simply, ageism is a prejudice that is displayed on the basis of someone’s age- whether they are young or older.
Ageism can be displayed in many ways during the course of a working day. On one hand, career opportunities and salary increases could be nonexistent for older workers. Meanwhile, younger workers are treated to perks, training weeks and renegotiated salaries.
On the other hand, ageism could exist through employers displaying a negative attitude towards employees of a certain age. This negative attitude could be present in verbal put downs or even, in the act of firing, or encouraging retirement on the basis of age alone.
8 ways ageism impacts the workforce
With more individuals wanting to be employed for longer, acts of ageism have increased in prevalence. In fact, an Australian Seniors’ report into Ageing in the Workforce found that 9 in 10 people surveyed believed that ageism is prevalent in the workforce.
This prevalence can have negative effects on an individual’s mental and physical health. Furthemore, this discrimination can impact everything from a company’s day to day operations to their bottom line.
Limits workforce experience
While younger workers undoubtedly contribute to the workforce, they lack the professional knowledge that older workers possess. From spending years in the workforce, older workers have honed their abilities and are much more confident in their day to day tasks.
By displaying ageism in the workforce, a business misses out on this experience and inherent first-hand knowledge. By firing or discriminating against older workers, this could cause a business to fall behind, damage client relationships and much more.
Increases turnover rates
By discriminating against employees of a certain age, a business will experience high turnover rates. For example, the turnover amongst older employees may be high. Additionally, other employees who have witnessed the discrimination may also look for other work options.
Tarnishes reputations
Whether displaying ageism in hiring or firing practices, businesses can gain a poor reputation. For instance, if potential workers click on job advertisements that use ageist words such as ‘young workers’, a significant portion of the talent pool is alienated.
In another scenario, if an employee is fired from their workplace on the basis of age, the workplace will gain a reputation for lacking integrity. Further still, potential clients may view the business through a negative lens due to a lack of experienced workers.
Legal liabilities
In many countries and states, discrimination in the form of ageism is against the law. By committing ageist acts, a company may expose themselves to legal action which can prove costly across many different facets.
Fosters negative workplace culture
If workers are being targeted negatively due to their age, it can create a general sense of distrust between employees. If employees of all generations can’t seem to find a middle ground, soon enough a negative workplace culture is fostered.
This can negatively impact a business on multiple fronts. Firstly, if employees cannot work together, there can be no collaboration. Secondly, this separation limits opportunities for growth and expanding skill sets.
Diminishes productivity
When ageism is prevalent in the workplace, employees who are directly and indirectly affected feel devalued and uncomfortable. All of these emotions work together to form a barrier against productivity. If employees don’t feel valued, work quality and output diminish.
Limits mentorship opportunities
One of the great things about curating a diverse workforce is the fact that mentorship is available and not only cabinets to store minutes and other documents. For example, younger workers can teach older workers modern tips and even pass on information about speciality areas of interest.
On the other hand, older workers can pass on valuable information to younger workers. Whether this information is job related, customer service related or simply life advice, mentorship is invaluable in a workplace setting.
Lowers morale
Ageism rarely goes unnoticed. Whether other employees have witnessed ageism first-hand or heard about it through the workplace grapevine, it truly affects everyone. As such, morale is lowered, making it hard for employees to connect and work together.
Fostering an inclusive workplace
With more people than ever before wanting to retain employment into their so-called golden years, ageism is going to be an issue that continues to affect every business, in every workplace sector with or without canadian craftsmanship.
By taking a moment to break the cycle now, businesses can change harmful hiring and firing practices. All the while ensuring that workplace morale and workers’ mental health remains positive.
