Age discrimination is a real concern for mature professionals and job seekers. Most older professionals will be discriminated against because of their age at one point or another in their careers. Ageism is not only an issue; it’s illegal, yet it persists.
In this blog, we’ll discuss:
- Ageism Concerns in the Workplace
- 10 Signs of Ageism in the Workplace
Ageism Concerns in the Workplace
Ageism is a concern in the Canadian workplace. Many people are working later in life and are facing challenges because of their age. Many employers are hesitant to hire older people because they make assumptions about their capabilities and commitment.
According to a questionnaire by the Government of Canada, here are the most serious ageism issues related to employment:
- Discrimination against older job seekers in hiring processes (49.5% of respondents)
- Older workers being fired, laid off, or forced to retire (38.2%)
- Ageist attitudes or beliefs about older workers held by employers or managers (28.6%)
- Older workers being disrespected or excluded in the workplace (27.5%)
- Societal beliefs that older workers take away jobs or promotion opportunities from younger workers (24.8%)
10 Signs of Ageism in the Workplace
Even though it happens, ageism is not always as blatant or obvious as other forms of discrimination. Here are some of the common signs of ageism in the workplace:
1. Preferential Treatment Toward Younger Employees
In some cases, managers may consistently assign younger employees to high-visibility projects, strategic initiatives, or roles involving innovation, while more experienced staff members are given repetitive, low-profile, or less impactful tasks. This imbalance can signal that the organization is placing greater value on youth rather than skill, knowledge, or tenure. Over time, such treatment can lead to disengagement, decreased job satisfaction, and reduced retention among older employees.
Example: A manager assigns all social media strategy and new client pitches to younger team members while assigning administrative or support work to older staff, despite both groups having similar qualifications.
2. Exclusion from Workplace Activities
Age discrimination can take the form of social or professional exclusion. This may include being left out of important meetings, skipped over for inclusion in team brainstorming sessions, or not being invited to networking events and off-site team-building activities. Such exclusion reduces visibility, limits professional connections, and can hinder career progression.
3. Recruitment Focused Primarily on Younger Workers
Some organizations deliberately target younger talent during hiring, either through job postings that use age-biased language (e.g., “digital native,” “recent graduate”) or by recruiting solely from universities and youth-focused job fairs. While building a pipeline of emerging talent is important, exclusively favouring younger hires undermines diversity and excludes skilled professionals with more years of experience.
4. Being Overlooked for Promotions
Older employees may be passed over for promotions, even when they are more qualified than younger colleagues who receive the opportunity instead. This can occur when decision-makers assume that older workers are less ambitious, less adaptable, or nearing retirement. Such assumptions may lead to missed opportunities for the organization to benefit from seasoned leadership.
Example: An employee with 20 years of successful project leadership is bypassed for a managerial role in favour of a less experienced colleague, with no clear performance-based justification.
5. Unjustified Negative Performance Reviews
Performance evaluations can be used, intentionally or unintentionally, as a tool to push older employees out of the organization. If an employee who has consistently met or exceeded expectations begins to receive unexplained negative reviews, it may indicate bias. This tactic can lead to reduced raises, lower bonuses, and justification for eventual termination.
6. Age-Related Comments or Jokes
Disparaging remarks about an employee’s age, even when framed as humour, contribute to a hostile work environment. Comments about being “too old to understand” certain technologies, suggesting retirement, or labelling tasks as “young people’s work” reinforce harmful stereotypes and may constitute harassment.
Example: A team leader jokingly refers to a senior employee as “the office fossil” during meetings, causing embarrassment and discomfort.
7. Pressure to Retire or Accept Job Elimination
Employers may attempt to encourage older employees to leave voluntarily, often to avoid the appearance of direct termination. This may include offering retirement packages, repeatedly suggesting that “it’s time to slow down,” or eliminating positions primarily held by older staff. In some cases, job restructuring is used to replace seasoned employees with younger, lower-paid workers.
Example: An organization reorganizes a department, removing roles filled by older staff and creating new positions with similar responsibilities but slightly altered titles, which are then filled by younger employees.
8. Limited Access to Professional Development
When training programs, skill-building workshops, and professional certifications are offered mainly to younger employees, older staff are denied opportunities to stay current and competitive in their field. This lack of access can be a subtle form of career sabotage and may reinforce stereotypes about older workers being “out of touch.”
Example: A company invests in sending younger employees to a tech conference each year but never includes senior staff, even when the sessions are directly relevant to their roles.
9. Unspoken Biases and Assumptions
Age discrimination does not always take the form of direct actions or comments. Subtle cultural signals, decision-making patterns, and stereotypes can shape how older employees are perceived and treated. Common assumptions include believing older workers are resistant to change, less adaptable, or unable to keep up with new technologies, none of which are necessarily true.
10. Harassment or Intimidation Based on Age
The most severe form of age discrimination involves overt harassment, intimidation, or sustained efforts to make the workplace uncomfortable for older employees. This can range from verbal abuse to deliberately excluding them from key communications, creating conditions that encourage resignation.
Example: An older employee is repeatedly mocked for “slowing down the team” and is excluded from key email threads, making it impossible for them to perform their duties effectively.
A Final Word About Age Discrimination
A fair workplace values people for their skills and contributions, not their age. By treating all employees with respect, offering equal opportunities, and addressing problems quickly, companies can create an inclusive environment where everyone can succeed.
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