Written by: Mary Theresa Mazur

Diversity and inclusion in the workplace are critical goals for companies and organizations in 2021. Human Resources departments are working diligently to diversify their workforce via race, gender, sexual orientation, religion, physical and mental abilities, and national origin. What about age diversity?  Are HR departments also considering how including workers from every age group could benefit productivity and employee morale in the workplace?

We live in a global world and a multi-generational world. Comparing the workforce to a multi-generational family, consider the many positive influences grandparents may provide in the lives of grandchildren. Grandparents may provide support, respite, and reassurance for parents stressed by the responsibilities of caring and financially providing for their children. In return, teenagers may share family responsibilities and household chores. Parents assist their parents with the challenges of growing older. The shared balance of family life may not run smoothly, but many life skills are learned from working as a team, mentoring one another, and supporting challenges throughout the lifespan. Why not apply a similar group dynamic at work?

Why is age discrimination a problem?

First, ageism is illegal. The U.S. Equal Employment Opportunity Commission (EEOC) reports that employers are prohibited by law from treating applicants over the age of forty differently, or less favorably, because of age. It also protects older workers from being harassed at work by managers, co-workers, or others in the workplace because of their age. 

Younger workers are also impacted

Although state laws may protect younger workers, employees younger than the age of forty are not protected by any federal age discrimination laws enforced by the EEOC. However, a study published in the Human Resources Management Journal, found that discrimination against younger workers is as common as discrimination against older workers. Consider the challenges facing the high school and college graduates from the class of 2020. The pandemic has slowed economic growth, employment opportunities, and educational options. The class of 2020 is facing historic entry-level employment challenges and another class of graduates is about to join them. Imagine if this included your son or daughter attempting to begin a career against such economic adversity.

The benefits of an age-diverse workforce

Indeed.com reports that companies who avoid an age-diverse workplace are missing out on a talented workforce and denying their employees the opportunity to learn from each other. Each generation brings a unique perspective to problem-solving in the workplace and that is always good for a company’s bottom line. Older workers are often loyal to their employer and offer decades of on-the-job experience and a strong business network for client and customer growth. Indeed.com also reports that multi-generational teams are more productive and have less turnover than teams of the same age. Much like a multi-generational family, each generation can help to mentor, teach and build the strengths of the other.

Understanding Personality Trends in Each Generation

Different age groups are statistically known for their strengths and weaknesses in the workplace. For example, the Human Resources Journal reports that:

Generation Z, 1997-2012, tend to be hard-working problem solvers, devoted to social causes and vigilant on privacy and cybersecurity who often thrive on feedback. 

Millennials, 1981-1996, Grew up with the internet and relied on it for news, information, and research. They tend to fear disapproval, being silenced, or restricted in self-expression.

Generation X, 1965-1980, tends to be self-reliant and hard-working with a tendency to mistrust large institutions. They fear losing clients, falling profits, and not having enough time for family and personal life.

Boomers, 1946-1964, tend to be lifelong learners, resist any suggestion of “old” and many are technologically competent, despite the stereotypes. They tend to fear being displaced, loss of identity, loss of clients, and new technological ways of doing things that might displace them from their position.

Stereotypes of age in the workplace

Off the cuff remarks about age, such as “old school,” technologically illiterate,” and “over the hill” are red-flags for an age discrimination lawsuit. Comments directed at younger employees such as, “kids,” “girls,” “boys” or “young ones” can also be damaging but unfortunately young people are not protected from age discrimination by law. Assumptions such as a recent college graduate will be on a cell phone all day or too young to have developed a solid work ethic are biased.  Many college students in fact have managed academic work with part-time jobs for four years of school. Will you assume an older applicant won’t be able to manage with just a cell phone when out on sales calls? Many have spent years gaining technology skills and even took time to teach parents or grandparents how to text or use facetime on a cellphone. Applicants who are parents of young children must not be stereotyped as absentee problem to care for their family.

Ageism in the Hiring Process

Ageist remarks in the workplace are not the only examples of ageism discrimination. Indeed.com reports that signs of ageism in the workplace might begin with subtle descriptions in job descriptions when a posting says “great for a recent college grad” or a need to be “tech-savvy.” In the screening process will the hiring manager be looking for graduation dates and screening out a specific generation? Rejecting a recent college graduate because the applicant is too young for the leadership responsibility is biased against a younger worker. Rejecting applications with email addresses that end in @hotmail.com or @aol.com is biased against older workers. Interview questions should not call attention to a person’s age with comments like “when do you expect to retire” or “do you have any health issues?” Excluding a certain age group of workers from promotions, raises, bonuses or activities is also age discrimination.  

What can your company do?

The American Association for Retired Persons Public Policy Institute researched the practices of five major companies that are leading the way in age diversity and inclusion practice. Some of the suggestions for improvements include:

• establishing cross-generational mentoring programs so that one generation can teach the other;

• raising awareness of generational differences;

• opening apprenticeships to workers of all ages;

• establish programs to assist workers who are re-entering the workforce;

• and actively recruit talent from all age groups.

In the era of COVID-19, the pandemic has created more challenges for families, organizations, and companies, but we can build on our strengths when we rely on the abilities and resources of every generation. We are stronger together!

Mary Theresa Mazur, MA, is a wellness communication specialist, health coach certified by the American Council on Exercise and recognizes the value of wellness, diversity, inclusion, and equal opportunity in the workplace.

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