What is ageism: a complete guide

Ageism is the stereotyping or discrimination of a person based on their age. What impact does ageism have on a person? According to a recent survey by AARP, older workers statistically face longer stretches of unemployment.

The study found that being forced into early retirement due to the lack of job opportunities was a common experience among older workers. Additionally, older workers seeking full-time work have had to opt for part-time roles to make ends meet due to the age discrimination they’ve faced as job seekers.

The COVID-19 pandemic has exacerbated these hardships. Older workers who lost their jobs due to the pandemic did so at a rate that was 17% higher than their younger counterparts. What’s more, workers over the age of 55 were also rehired at a slower pace – with 32 percent of mid-level job seekers finding employment each month compared to 28 percent of older job seekers. 

Is age discrimination legal? No, it’s not. But that hasn’t stopped companies from discriminating against current and potential employees due to their age. 

Here’s what you need to know about ageism: who it impacts, what ageism looks like and what you can do if you’re being discriminated against. 

How soon can age discrimination start? 

At what age do workers start to experience ageism? “For older workers, it can start creeping in as early as 45 for men and 40 for women,” explains career expert and best-selling author Kerry Hannon. “Over 50 is generally when it becomes an issue for those looking for promotions and to be hired.”

Though ageism impacts the older population of workers more prevalently, Matt Glodz, founder of Resume Pilots, points out that younger workers can face age discrimination, too. “While we typically think of ageism towards older candidates, younger employees can also face age discrimination (if they’re belittled or refused assignments they are capable of due to their age),” he says.

How does ageism impact men and women?

Ageism affects more women than men. According to a recent study done by WerkLabs, 62% of women reported experiencing ageism in the workplace compared to 52% of men. Why do more women experience age discrimination? “Women seem to be affected more by ageist attitudes,” Hannon explains. “[Older women] are viewed as less attractive, not as visually appealing and underlying, that is less competent and able in some fashion… which is absurd.”

Gender and generational challenges are faced by more women in the workplace than men as well. “Older women have to do more to prove themselves because they are battling gender bias as well as ageism,” explains Iris Waichler, MSW, LCSW, author of Role Reversal: How to Take Care of Yourself and Your Aging Parents. “More women are stuck in the sandwich generation — meaning 65% of them are assuming a caregiver role and being the primary caregivers for parents and kids. This directly impacts the way people perceive their ability to function at work, and indeed it can directly negatively impact their job performance.”

What are the signs that you’re experiencing ageism?

“When we think of ageism in the workplace, the classic example that comes to mind is refusing to promote a well-qualified candidate because they’re ‘too old,'” Glodz explains. “A company can also age discriminate by offering training and development programs that are only open to recent graduates or new joiners, for example, holding back older candidates from learning skills needed to progress in their careers.” 

Age discrimination also happens during the hiring process. “Recruiters may pass on candidates who have an early graduation date listed on their resumes, for example,” Glodz says.

If you’re experiencing ageism in the workplace, what should you do?

Legally, workers are protected against ageism in the workplace. “The Age Discrimination Act of 1967 says people 40 years or older are protected from age-based discrimination,” Waichler explains. “The Older Workers Benefit Protection Act from 1990 prohibits employers from denying benefits to older employees.”

“Age is a protected class in the workplace, so if you are experiencing a particularly severe case, you may also consider reaching out to an attorney for advice,” says Glodz. However, before you go down that route, having a discussion with others at your workplace may be beneficial.

“If opportunities for promotion, training and work opportunities are not proportionally being shared with older employees, this should be addressed with supervisor or human resources representatives,” says Waichler. “Older employees should be aware of differences in workplace practices and speak up and challenge them when they happen.”

“Keep track of your performance and make your contributions clear to your employer,” Glodz adds. “If you can objectively demonstrate that you are adding value, your managers may ease up on their assumptions about older workers (especially if they are younger themselves).”