Study Highlights Prevalence of Ageism in the Workplace

Ageism remains one of the most widespread and damaging forms of discrimination in today’s workplace, and new data from Resume Now’s 2024 State of Ageism in the Workplace report paints a troubling picture.

According to the survey, an overwhelming 90% of workers aged 40 and older report experiencing age-related discrimination at work. From pay disparities to missed opportunities, the effects are both financial and emotional.

How Ageism Manifests

Ageism takes many forms in the workplace—some overt, and others subtle, but all equally damaging. According to the survey:

• 52% of respondents reported that their employers predominantly hired younger employees.
• 49% said they earn less than younger colleagues for the same work.
• 22% felt excluded from challenging assignments.
• 16% have been passed over for promotions in favor of less qualified younger coworkers.

Ageist attitudes often stem from stereotypes that older employees are “overqualified” or less adaptable. These biases have real consequences, not only for employees but also for organizations that miss out on the experience and insights older workers bring to the table.

Financial and Emotional Toll

The financial impact of ageism is profound. Nearly half (48%) of respondents reported lower earning potential due to age-related discrimination. Others noted disruptions to their retirement plans, with 43% experiencing early or forced retirement and 34% delaying retirement altogether.

The emotional consequences are equally severe: 45% of workers reported feeling isolated and lonely, while 44% experienced depression as a result of workplace discrimination.

Heather O’Neill, a career expert for Resume Now, underscores the magnitude of the problem: “With the vast majority of workers over the age of 40 experiencing age-related bias, it’s clear that ageism is a very large and unaddressed problem within the workplace,” she says. “To effectively combat this problem, we need stronger tools, more comprehensive education, and targeted training to put an end to this epidemic.”

What Employers Can Do

There are a number of steps that employers can take, proactively, to combat ageism, including:

• Educating managers and employees about ageism and its effects through targeted training.
• Promoting equitable pay and development opportunities for workers of all ages.
• Fostering an inclusive workplace culture that values experience and diversity.

Ageism is a systemic issue, but with intentional effort, organizations can create environments where employees of all generations feel valued and respected.

The time for change is now.

Lin Grensing-Pophal is a Contributing Editor at HR Daily Adivsor.

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