Contemplating Your Next Move Does

Does ageism factor in?

Our life experiences provide us with many advantages, like being able to empathize deeply and share our accumulated wisdom. However, there are work environments that don’t always see it this way, and you might find facets of age discrimination, or ageism, lurking behind office doors.

Ageist behavior can take many forms, ranging from the subtle to the deliberate, and can be based on unfounded stereotypes or internalized prejudices. If you’re dealing with age discrimination in your workplace, there are ways to strive for change. We talked to several experts who offered tips to help recognize the signs of ageism and ways to create a more age-inclusive environment in the workplace.

We Need All Perspectives

Al Cornish served as system vice president learning and organizational development/chief learning officer for Norton Healthcare for over 11 years, and he says if you believe you’re experiencing ageism in your workplace then you want to report it. “The reason is that you don’t want it to be a barrier,” Al explains. Your age should not be grounds to lose out on a promotion or be skipped over for work projects. So, if you see a pattern of promotion where young people are moving up and you’re standing still, consider speaking to your Human Resources Department. “Clearly state what was said and done,” Al begins, “this will allow the individual you’re speaking with to understand the situation.” Once you’ve stated your concerns, this creates the space needed for the company to correct.

For employers wanting to create a more inclusive work environment, Al suggests communicating your policies around these issues in as many places as possible.

“It’s important this statement is put in the lunchroom and main work area so that everyone has an opportunity to read it,” says Al. This reaffirms that everyone in the company is safe and free of harassment. Al adds that the more senior leader is a valuable mentor bringing a wealth of experience based on the years they’ve worked.

“In order for any work unit to be high performing, you need all perspectives.”

Protect Yourself

When talking about ageism in the workplace, Stephanie Bateman, retired JCPS director of communications, says if you’re over 50 and in the process of looking for work, there are ways to take the initiative and protect yourself from possible age discrimination. Watch out for job postings with ageist language that might include phrases like “highly energetic” or “digital native.” If your age and graduation years are asked on an application, know that you aren’t obligated to provide this information. “All of this can give you insight into the work culture beforehand,” Stephanie says.

While going about your work day, if you’ve been excluded from groups during and after work, speak to a person in charge so you can gain peace of mind and move towards a solution. Stephanie says one of your first steps would be to speak to a supervisor so you can know what the policies are in your organization. Once you’ve done this, take the initiative and make sure to tell your manager you want to be involved in upcoming work ventures. “Let them know you’ve got things you can contribute, and that you have value you can add to the project,” says Stephanie.

NOT-SO-FUNNY COMMENTS

Have you stopped getting raises? Is someone at work making not-so-funny remarks about your age? Does your boss assume you don’t know how to work “the social media”? If this sounds like your day, you might be experiencing signs of ageism at work.

Louisville AARP volunteer, Deborah Turner, says, “Age discrimination isn’t new.” And according to an AARP survey, 62% of older workers say they have either seen or experienced age discrimination on the job.

Deborah says AARP has guidance to help should you experience age discrimination at work, and explains the steps you can take to bring about awareness, like talking to a supervisor, keeping a log of events, and/or talking to a lawyer (see the full list at aarp.org). Deborah says if you’re an employer, one way to assure an age-friendly environment is to join the AARP Employer Pledge Program. This shows older workers applying for jobs or those already working for you that your business is committed to creating an age-diverse workforce.

Time For A Conversation

“If ageism happens in your workplace, have some courageous conversations with people,” says Dr. JohnRobert Curtin, professor at Indiana University and the University of Louisville. Have conversations with people you trust, and if you’re nervous to have that talk with someone in your organization, Dr. Curtin suggests speaking with a friend, family member, or religious leader first. “This gives you a chance to practice and think out loud,” he says.

A recent poll showed the average age of retirement to be 61 years old. “We were intended to be connected with other humans and make the world better,” Dr. Curtin says. So, if retirement is far off for you and you’d like to bring more awareness to the topic of ageism, begin a conversation and remain to listen — the latter is important. “Getting people to listen to understand versus listening to respond is a great gift of compassion to the person,” he explains. When listening in this manner, you learn and are given the opportunity to help. As an employee or an employer, communicating in this way can shift your work culture and plant seeds of healthy growth when it comes to destigmatizing age.

CAN YOU DO THE JOB?

“No decision in life should be based on a person’s age, it only matters if they can do the job,” says Dr. Christian Davis Furman, medical director, U of L Trager Institute/ Optimal Aging Clinic and professor of Geriatric and Palliative Medicine. Older adults have wisdom they can share and have lived a life so why not utilize this in your workforce, she adds. Studies show more life experience leads to better decision-making and a greater acceptance of self and others.

If ageism is playing a part in your work experience, Dr. Furman says, “If you see something, say something, and if you feel it’s happening, it’s real.” She encourages you to talk to someone in charge because “the more we call it out, the more people will understand it’s real.” If you’re able to take documentation such as emails or texts to your meeting, this can help establish your point. If after bringing this issue to light you aren’t getting the outcome you’d like, she encourages you to keep trying. “Sometimes you have to go above that one person to see results,” she begins, “and don’t feel bad if you have to go higher.”

By Tonilyn Hornung

Today's Transitions | Spring 2023