Workplace discussions around diversity and inclusion have gained unprecedented momentum in recent years. Unfortunately, one facet of this multifaceted issue often gets overlooked: ageism. By dispelling negative ageist cliches, we not only uphold the dignity of older workers, a fundamental aspect of respect but also unleash the full potential of an experienced workforce. This shift in perspective can lead to a more inclusive, dynamic, and productive work environment where the wealth of knowledge that older employees bring is embraced and celebrated.

The Reality of an Aging Workforce

The statistics are clear. ¹  By 2031, workers aged 55 and older will make up over 25% of the U.S. workforce. Additionally, 41% of American workers plan to work beyond 65. These figures underscore the urgent need for a shift in perspective, as many companies overlook the wealth of experience and knowledge this demographic can bring to their team.

The Impact of Negative Ageist Cliches

Ageism, stereotyping, prejudice, and discrimination against individuals or groups based on their age are particularly pernicious in the workplace. Older workers often battle stereotypes that paint them as being out of touch, slow to adapt to new technologies, or less productive than their younger counterparts. These misconceptions can have profound effects for an individual and lead to an imbalance of problem-solving wisdom.  Bias of any kind will hurt the organizational bottom line.  Without a diverse workforce, an organization has too much of a good thing.  Leaders must be cognizant of the potential loss of valuable institutional knowledge, a crucial factor in organizational continuity.

1. Detriment to Team Member Morale and Motivation

Persistent undervaluation of older workers can significantly impact their motivation and engagement. When employees feel dismissed or underestimated because of their age, morale, productivity, and ability to connect with their teams, decrease. This is harmful to both the individual and the organization.

Age discrimination is real.²  Two out of three workers between ages 45 and 74 say they have seen or experienced age discrimination at work, and job seekers over age 35 cite age discrimination as a top obstacle to getting hired.  If you happen to work in the high-tech industry, your chances of experiencing age discrimination are even higher.

2. Lost Opportunities for Knowledge Sharing

One of the most significant losses when older workers are sidelined is the missed opportunity for cross-generational knowledge transfer. Seasoned employees possess a wealth of experience, insights, and skills honed over years of service. This depth of knowledge is invaluable, particularly when paired with the fresh perspectives and tech-savviness of younger employees, creating a powerhouse of innovation and problem-solving capabilities.

3. Diminished Diversity and Inclusivity

True diversity and inclusivity extend beyond ethnicity, gender, or sexual orientation and should encompass age.  A workforce that appreciates and leverages the strengths of employees across the age spectrum is more representative of society and is better positioned to respond to the needs of a diverse customer base.

Older Workers: A Valuable Resource

1. Rich Experience and Expertise

Older workers bring an unparalleled level of expertise and experience. Their years in the workforce equip them with a nuanced understanding of their industry, a comprehensive knowledge of company history, and a network of connections that can be leveraged for strategic advantages.

2. Stability and Reliability

Older employees can often be depended on to present greater stability and reliability than their younger counterparts. They tend to have lower turnover rates, which translates to reduced hiring and training costs. Their dedication and loyalty to their roles contribute to a stable workforce, which is critical for long-term planning and growth.

3. Mentorship and Leadership

Older workers are invaluable resources for mentorship and leadership within organizations. Their insight and guidance can help nurture the next generation of professionals, ensuring a legacy of knowledge and skills that support the company’s future success.

In Conclusion, Embracing an Age-Diverse Workforce is a Competitive Advantage

As the American workforce continues to work later into life, employers must make a concerted effort to create a workplace that values and promotes age diversity. Debunking negative ageist cliches and recognizing the invaluable contributions of older workers are essential steps toward building more inclusive, innovative, and successful organizations.

By tapping into unique strengths and perspectives across the employee age spectrum, companies can enhance their competencies and competitiveness and foster a culture of respect and appreciation for a workforce rich in diversity of knowledge.

FIREPOWER Teams is here to help you find and grow the right team to fuel success and sustainable growth in your small business. Contact Maria Forbes and discover the potential of people-powered change in your organization.

---

Citations

1. Article by Growthspace: The hidden potential of older workers: A strategic advantage https://www.growthspace.com/post/investing-in-older-workers
2. Article by AARP: 10 Things You Should Know About Age Discrimination https://www.aarp.org/work/age-discrimination/facts-in-the-workplace/