Diversity, Equity, Inclusion, Accessibility: Combatting Ageism

Too often we think ageism only affects older Americans. It is true, that ageism can focus on our older citizens. In many cultures they are revered for their knowledge and lived experiences. That is not necessarily the case in the United States. There is a flip side to ageism, and that reflects younger Americans. Those looking for jobs fresh out of college or those attempting to get back into the workforce after taking some time off. 

"You're too young, you wouldn't understand the complexities of the problem."
"You're too old, you can't do a job like this."
"Get outta the way grandpa!"
"Kids these days don't know how to drive. They shouldn't be on the road."

These are some examples of ageism that affect many of us in our day to day life. In fact, we might have thought or said these things to others. Age should not be a disqualifier. When building diverse workforces and community resources for our customers, it is important to use all of the available input that can be gathered. A person's age, whether younger or older, does not discount their ideas or the impact they can make within an organization. 

Research shows that those who have a positive outlook on aging live 7.5 years longer than those with a negative outlook. Even our health is affected by ageism. It can lead to cardiovascular stress, lower levels of self-efficacy, and a drastic decrease in productivity. Unchecked ageism can even cause older patients or their caregivers to delay medical care based on the assumption, "all older people go through this."

The Ageism Act of 1975 prevents discrimination against those age 40 or older. Ageism is primarily focused toward older Americans. It can also affect those who are young or newly starting out in life as an adult. Discrimination based on age, no matter the age, is not inclusive and disrupts opportunities to grow and improve an organization. Workers under the age of 40 have no legal protections against ageism.

We are taught our bias about aging very early in life. "Getting old stinks!" "Melt away fine lines and wrinkles to avoid looking your age." Media bombards us with messages warning against looking, acting, being your age. Humans are living longer, healthier, more fulfilled lives, proving that these deeply held beliefs about "going out to pasture" are in fact, wrong. So, why is it that the majority of images and messaging and advertising, when depicting people over 50, show them isolated, in darker settings, sad, apprehensive, angry...? Until we recognize our bias, we cannot fight this "age old" stereotype.

Did you know that 64% of older employees have seen or experienced age discrimination in their workplace? Of that 64%, 90%-95% say it is very common.

• 15% of workers in a recent survey said that it would be unacceptable to have a boss who was 70 years old. That’s 3x greater than those who would find it unacceptable to have a 30 year old boss.
• Under-25s in the workforce are at least 2x as likely to have experienced ageism than other age groups.
• 48% of accountants surveyed believing that it’s more difficult to get a job in their field after the age of 40.
• Those with more positive self-perceptions of aging live 7.5 years longer than those with negative self-perceptions of aging.
• Only about 10% of U.S. medical schools require work in geriatric medicine.
• The American Geriatrics Society says there are only about 7,600 physicians nationwide certified as geriatric specialists. The number needed by 2030? 36,000.

*Bullet point data gathered by AARP. This data was a comprehensive study released in 2017.