10 Essential Steps Companies Can Take To Address Career Ageism

The Growing Older Workforce and the Need for Age-Inclusive Practices

The older workforce has nearly quadrupled in size since the mid-1980s—the fastest-growing demographic being workers over 75 years of age, according to a Pew research analysis. This paradigm shift in retirement reflects the current state of economic uncertainty, as over half of people remain concerned about inflation and running low on money during their golden years, according to research by Empower. In fact, 58% of Americans are open to working indefinitely in retirement, driven by financial needs, personal fulfillment, and maintaining a sense of purpose.

Ageism Can End Dreams For Older Americans

Unfortunately, the post-retirement work trend brings the accompanying pervasive problem of ageism—prejudice and discrimination based on a person’s age. Ageism often goes unnoticed in our society and workplaces. For instance, when CNN anchor Don Lemon was fired in 2023 for making a sexist remark about presidential candidate Nikki Haley, her ageist comment suggesting mandatory mental competency tests for older citizens was largely overlooked. Ageism, especially towards women, remains a hidden issue. A survey of 2,000 female employees found that one in six women over 30 have faced ageism, such as being passed over for promotions. An AARP survey revealed that 78% of workers aged 45 and over reported experiencing or witnessing age discrimination in 2020.

Steps For Companies To Age-Proof The Workplace

To address ageism and welcome older workers who will be working beyond retirement age, Marina Klimenka, CEO of Luvly, suggests the following strategies:

1. Rework your workplace policies. Review, develop, and enforce policies to ensure equality in every department, from hiring to promotions and training to termination.
2. Diversify your hiring practices. Remove age-related criteria from job postings, use diverse recruitment channels, and train hiring managers to avoid age-related biases.
3. Train away unconscious bias. Provide training to business leaders, managers, and the wider workforce to identify and address unconscious biases that may lead to ageism.
4. Be flexible. Implement policies that support flexible working arrangements, such as telecommuting, flex-time, and phased retirement, to accommodate older employees’ commitments.
5. Promote lifelong learning. Assist employees of all ages in enhancing their skills through training programs, mentorship opportunities, and career development resources.
6. Encourage multi-generational mentorship. Facilitate knowledge transfer by promoting mentorship between older and younger employees.
7. Foster togetherness. Foster a culture that values inter-generational collaboration and camaraderie through cross-functional projects, team-building exercises, and inclusive social events.
8. Offer age-inclusive benefits. Evaluate benefit packages to ensure they appeal to all age groups and consider additional healthcare benefits, retirement planning resources, or wellness programs.
9. Stop planning for retirement. Utilize the skills and experience of older employees instead of excluding them based on concerns about their longevity in the workforce.
10. Champion age inclusivity. Advocate for age-inclusive practices not only within your own company but also across the industry to create a welcoming job market for older generations.

Employers have a duty of care for their employees, both morally and legally, to eliminate ageism and provide equal opportunities and fair treatment. By implementing age-inclusive practices and challenging age-related biases, businesses can create a more inclusive and diverse workforce.

SDGs, Targets, and Indicators

1. SDG 8: Decent Work and Economic Growth

   • Target 8.5: By 2030, achieve full and productive employment and decent work for all women and men, including for young people and persons with disabilities, and equal pay for work of equal value.
   • Indicator 8.5.1: Average hourly earnings of female and male employees, by occupation, age group, and persons with disabilities.

2. SDG 10: Reduced Inequalities

   • Target 10.2: By 2030, empower and promote the social, economic, and political inclusion of all, irrespective of age, sex, disability, race, ethnicity, origin, religion, or economic or other status.
   • Indicator 10.2.1: Proportion of people living below 50 percent of median income, by age, sex, and persons with disabilities.
   • Indicator 10.2.2: Proportion of people who feel safe walking alone around the area they live, by age group, sex, and persons with disabilities.

Analysis

The article addresses the issues of the older workforce and ageism in the workplace. Based on the content, the following SDGs, targets, and indicators can be identified:

1. SDG 8: Decent Work and Economic Growth

The article highlights the paradigm shift in retirement and the increasing number of older adults seeking to work post-retirement due to financial needs, personal fulfillment, and maintaining a sense of purpose. This aligns with SDG 8, which aims to achieve full and productive employment and decent work for all. Specifically, Target 8.5 focuses on achieving equal pay for work of equal value and ensuring decent work for all women and men. The article implies the need for equal treatment and opportunities for older workers in the workforce.

2. SDG 10: Reduced Inequalities

The article discusses ageism as a pervasive problem in society and workplaces, particularly for older Americans. This relates to SDG 10, which aims to reduce inequalities and promote the social, economic, and political inclusion of all individuals, irrespective of age. Target 10.2 specifically focuses on empowering and promoting the inclusion of all individuals, irrespective of age. The article mentions age discrimination faced by older employees and the need for companies to address this issue.

Table: SDGs, Targets, and Indicators

Behold! This splendid article springs forth from the wellspring of knowledge, shaped by a wondrous proprietary AI technology that delved into a vast ocean of data, illuminating the path towards the Sustainable Development Goals. Remember that all rights are reserved by SDG Investors LLC, empowering us to champion progress together.

Source: forbes.com

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