Ageism in the Modern Workplace

A silent career killer is lurking in the shadows: ageism. As HR professionals, we at Tick HR Solutions are concerned about this growing trend and its impact on both employees and organisations. Our recent research has uncovered some startling insights.

According to a comprehensive study by MyPerfectResume, nearly all workers aged 40 and older believe ageism exists in their workplace. Even more concerning, 9 out of 10 employees feel pressured to hide their age or downplay their experience to fit in. This widespread issue isn’t just affecting individual careers; it’s reshaping the entire workplace dynamic.

Key Findings:

95% of surveyed workers report that age-related stereotypes have affected their sense of belonging at work.

86% believe older employees are targets of workplace bullying.

88% of workers over 40 admit to adjusting their behaviour or language to fit in with younger colleagues.

The Impact on Organisations

Ageism isn’t just a problem for employees; it’s a significant concern for businesses too. As Rebecca Perrault, global VP of culture, diversity, and sustainability at Magnit, puts it, “Ageism is like a slow leak — it often goes unnoticed until the damage is done.”

By overlooking or undervaluing older workers, companies are missing out on:

Institutional knowledge
Mentorship opportunities
Diverse perspectives that drive innovation
The resilience that comes from intergenerational collaboration

Addressing Ageism: Strategies for HR Professionals

At Tick HR Solutions, we believe in proactive measures to combat ageism. Here are some strategies we recommend:

Implement Anti-Ageism Training: Educate all employees about age-related biases and their impact.
Adopt Merit-Based Systems: Ensure promotions and opportunities are based on skills and performance, not age.
Create Intergenerational Mentorship Programs: Facilitate knowledge exchange between different age groups.
Conduct Regular Bias Audits: Review hiring, pay, and promotion practices to identify and address age-related disparities.
Establish Age-Diverse Employee Resource Groups: Create platforms for addressing age-related concerns and fostering understanding.
Offer Flexible Career Paths: Consider phased retirement options and part-time roles for experienced workers.

The Economic Imperative

Beyond the ethical considerations, there’s a strong economic case for combating ageism. Pew Research shows that the average older worker earns only 80% of what younger workers make annually. This pay gap is not only unjust but also represents a significant loss of talent and experience for businesses.

Conclusion

As we navigate the complexities of a multi-generational workforce, addressing ageism is no longer optional—it’s essential for building inclusive, innovative, and successful organisations.

At Tick HR Solutions, we’re committed to helping businesses create age-diverse workplaces where every employee, regardless of age, can thrive and contribute their best.

Are you ready to tackle ageism in your organisation? Contact Tick HR Solutions today for expert guidance and tailored strategies to create a truly inclusive workplace.

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