Millennials now make up a larger share of the Irish workplace than Baby Boomers and Gen Xers put together. By 2030, people aged 60 or over will make up 30% of the global population.
By tackling growing age brackets head-on, you business can fight ageism. Age does not matter, but ageism does.
Ageism: What Is It?
Known as discrimination of an individual’s age, ageism can greatly affect workplace dynamics. Age shouldn’t matter, but its inclusion in your diversity strategy does.
An ageing population coupled with a gradual rise in Millennials and Gen Z’ers entering the workplace has led to growing cases of ageism. Despite this, ageism is often placed on the backburner, when compared with other forms of discrimination.
Age Diversity and its Benefits
From interns to long-time, loyal colleagues, having a range of ages brings a wealth of different experiences to the office.
Not only can experience enhance performance, it will also showcase your business as inclusive and progressive to your stakeholders and customers.
In fact, recent McKinsey research indicates that corporate culture and business performance will greatly improve as a result of greater diversity awareness.
Age diversity will benefit staff, allowing them to provide their own individual skills and knowledge, while acknowledging their colleagues’ talent, irrelevant of age. Adding to staff cohesiveness, workplace culture will improve as a result. all
How Can You Prevent Ageism?
Ageism can be avoided through a number of different methods:
· Training and Awareness
Diversity training should be a first port of call for your business.
From small remarks, to larger discriminatory acts based on age, your business can demonstrate the impact ageism can make on company culture.
By training staff to be aware that age does not matter in the workplace, an inclusive environment can be fostered for all.
· Networking Opportunities
Providing staff with opportunities to mix and meet each other can allow time for employees to learn common interests separate from their age.
Differences based on an age gap can be broken down, replaced with common talking points for staff to develop their work relationships.
Business performance will inevitably improve, enhancing your reputation as an inclusive and successful employer.
While the above techniques can teach and train employees to be aware of ageism in the workplace, some incidents may still occur. Treating this discrimination seriously as a business is vital.
By implementing disciplinary policies and procedures, all staff will be made aware of the consequences of ageist actions or remarks.
Your business can continue successful diversification, creating a well-respected and inclusive environment for both staff and customers alike.
Age Does Not Matter, But Ageism Does
In 11 years, the Irish workplace will host a much greater range of ages than in 2019.
It’s more important than ever to ensure age does not matter and that diversity is at the top of the agenda in your workplace.