Human Resources leaders must be aware of different types of ageism and strive for inclusivity and equity among employees of all ages to integrate four generations in the workplace.
Ageism is a form of discrimination based on a person's age. HR professionals need to understand that this discrimination is not only limited to older people but can also affect younger individuals. Stereotypes about generations can be harmful, as they can prevent people from being given opportunities or fitting in. However, in the United States, older individuals often experience ageism due to the cultural emphasis on youth. This can result in disrespect, exclusion, and even forced retirement or layoffs in the workplace.
Now that there are four generations in the workplace, HR leaders must educate people about how their language and behavior can be more inclusive and collaborative. For example, a veteran professor at a top business school recently lamented on LinkedIn that people constantly ask him when he will retire. He was insulted. He expressed that others should recognize the wisdom and experience he brings to the job and how that enriches his teaching and research.
The World Health Organization warns about how damaging ageism can be:
Ageism can change how we view ourselves, erode solidarity between generations, devalue or limit our ability to benefit from what younger and older populations can contribute, and impact our health, longevity, and well-being while having far-reaching economic consequences.
To further understand ageism, HR professionals should consider the different kinds of discrimination committed because of age. Other websites classify the types of ageism in slightly different ways. Here are the three types named by Medical News Today:
This is when an organization or institution systemically discriminates based on age. In other words, it's built into the workplace culture. Frankly, not hiring older people or failing to promote them could be examples of this kind of ageism. It's baked into the organization's DNA from the start, undermining the diversity, equity, and inclusion strategy that most companies claim to have.
People who discriminate against a colleague in a social situation commit interpersonal ageism. For instance, when Harry from accounting starts poking fun at an elder colleague by referencing his need for a cane or being over the hill at the holiday party, he commits interpersonal ageism.
Probably the worst kind, internalized ageism references the fact that people often internalize beliefs and apply them to themselves. So, an older person who feels he can no longer throw his hat in the ring for a promotion because of his age would be an example.
HR leaders should take a multipronged approach, including education, communication, and bridging generational gaps. The most important way to fight ageism in the workplace is to recognize that it exists and try to do something about it. Speaking up and respectfully explaining the benefits of different generations working together can help raise awareness and create change.
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