The Subtleties of Discrimination (Ageism)

Posted In: Career Coaching, Employer Resources · By: Ian Dimerman · Date: 1 Aug 2007

By Michael Bourque

Aging happens to all of us; it is an individual experience unique to our own uniqueness. It is not possible to generalize about the skills and abilities of the aging worker but it happens all the time. This is ageism; this is discrimination based on inaccurate information and biases.

Older workers are just that – older workers. They are people with vast experience, enthusiasm and commitment to a healthy work ethic. Older workers bring not only work experience but life experience to the work place. They are invaluable employees and supportive, helpful work mates.

Discrimination can be as blunt as not hiring someone because of his or her age, or it can be subtle as eliminating someone because of a perception he or she lacks "career potential". Such barriers can be compounded for persons who belong to groups that face other barriers as well, such as newcomers to Canada and persons with disabilities.

According to the Ontario Human Rights Commission report on "Age-policy" the following may suggest that age was a factor in not hiring an applicant:

The interviewer makes an issue about the age of the applicant by suggesting that the applicant may not fit into a youthful work culture.

There is a sense that the employer considered age to be relevant when determining whether a person might adapt to certain job conditions such as menial tasks, minimal responsibility, low pay, shift work, being supervised by a younger person or that the employer felt that the candidate would not be trainable

Assumptions and stereotypes about older workers are all too prevalent in our workplaces. Older workers are often unfairly perceived as less productive, less committed to their jobs, unreceptive to change or unable to be trained. These ideas about older workers are simply myths that are not borne out by evidence. In fact, according to The Ontario Human Rights Commission report " Age-policy" there is significant evidence that older workers:

do as well or better than younger workers on creativity, flexibility, information processing, accident rates, absenteeism and turn over

can learn as well as younger workers with appropriate training methods and environments;

and do not fear change but rather fear discrimination

Due to current and anticipated labour shortages, many employers, economists and labour market specialists are beginning to stress the importance of keeping older workers and the importance of looking to mature or older workers as potential employees. Of course, ensuring discrimination-free work environment is one of the best ways to ensure that older workers will remain in the workforce longer.

I believe that if we don’t speak out and take a stand against ageism and discrimination, we are perpetuating the myths. Ageism exists when people allow it to happen to them. When older workers speak out and show the workplace community their enthusiasm, commitment and dedication to continuing in the workforce, they are showing society that they have power.