“Several of the expert practitioners interviewed pointed to the effect of unconscious bias, that employers were “recruiting in their own mold”, that is, that ‘homophily’ (the tendency for people to gravitate toward others who are like themselves) was informing recruitment decisions.”2
- Becoming an Age-Friendly Employer, Deborah Smeaton and Jane Parry (2018)
Here is another euphemism for ‘too old’. The prospective employee does not appear as ‘good fit for the team’, where everyone should be ‘on the same page’. These code words can block the benefits of thoughts and ideas from different age groups.
Categorizing can be blatant—connecting age with declining health or cognition, or the suggestion that the older employee could not handle the demands of the workplace in terms of pressure, deadlines, or hours. It often seems more acceptable to prejudge based on age than other DEI attributes. With an age bias that is generally permitted and embedded what can be done?
It is hard to change attitudes, but it is possible to change behaviour. Look carefully at hiring practices. Job advertising can be stated as age neutral. Applications do not need to request date of birth or any other age indicators such as year of graduation. This statistical information can be on a separate form (not for your interviewer). You can request it upon hiring. Today, many employers will do skills testing for similar work and conduct structured interviews. When firms use professional evaluations, biased beliefs can be ‘cut away’ from the selection process. Today firms are crying out for more people with talent and ability. Companies that offer upskilling and re-skilling at all ages are investing in their people and demonstrating that their focus is on what needs to get done. Many programs are available online and accredited.
“. In fact, over the past five years, we have seen an increase in the percentage of Canadians over 65 who are still working. So, as we live longer, people are working longer. And since it’s so difficult to fill positions, I think this is a trend that is going to accelerate.” ~P. Cleroux, VP & Chief Economist, BDC3
In other words, we need all the work we can get!
Age diversity in the workplace presents advantages. Retirement will trigger of shortage of experienced people. When different age groups can work together, the sharing of knowledge brings value. Younger employees take up the ‘nuances’ of the work and older ones get to coach, train and mentor. Surveys have shown that older employees feel valued when they can provide guidance. Managing an age-diverse team presents challenges. Young people might feel the older members are ‘coasting’ till retirement, while older employees may think that younger people lack the commitment to the work, impatient for the next promotion. Our consumers are also aging. Speaking with a contemporary, whose life experience indicates patience and empathy can improve customer marketing and satisfaction. Where the younger people offer skills from recent education, often older employees can contribute the experience of a lifetime. Synergy is entirely possible, especially where innovation and complex decisions are required.
- they have experienced ageism (Abrams et al, 2009). Employers and recruiters, therefore, need evidence-based approaches to help reduce age bias in For people in r re entering) work, promoting good quality flexible work is highly valued by older workers and can support people to remain in or re-join the labour market. As older and younger workers increasingly work alongside each other, it is incumbent upon employers to recognize the opportunities, challenges and added value that can be brought by maximizing the benefits of age diversity at work.
An age-sensitive workplace will show thoughtfulness and valuation, unprejudiced by age.
Youth and enthusiasm have no chance against stealth and experience. We need older workers to do to contribute to guide to be on the team.
- Ageism and age discrimination (fact sheet) | Ontario Human Rights Commission (ohrc.on.ca)
- Becoming an Age-Friendly Employer, Deborah Smeaton and Jane Parry (2018)