Americans are enjoying longer, healthier lives. Rather than slowing down and spending their golden years in a retirement home, many are choosing to stay in the workforce, either continuing their careers or taking the opportunity to try a new one.
Most workplaces appreciate the invaluable knowledge and experience these older workers bring. However, others engage in age discrimination, and it’s crucial to recognize the signs.
Protected by law
The Age Discrimination in Employment Act (ADEA) protects people over the age of 40 and ensures they are treated fairly in the workplace in hiring, promotions, compensation and other everyday interactions.
Age discrimination often shows up before a worker even applies for the job. Job ads that mention “digital natives,” “energetic” and “up-to-date on industry trends” can subtly indicate that the company is looking for a younger person. An interview where the employer asks about your ability to adapt to new technology may also be a sign of age discrimination.
An older employee may see fewer opportunities for advancement or get passed over for promotions. The employer may not want to invest resources into someone they feel is less likely to be around for the long term.
Workplaces sometimes normalize age discrimination by making jokes such as talking about “the olden days” or asking an older worker when they plan on retiring. Older workers may be excluded from important meetings, projects or networking opportunities. Supervisors may perpetuate the problem by assigning more challenging tasks to younger workers, believing the older employee is not capable.
Age discrimination can also occur if older workers are disproportionately targeted in layoffs. Employers may try to justify their actions by offering an “early retirement”.
If you suspect age discrimination in your workplace, you should document all the incidents, including dates, who was involved and specific comments or actions. Discuss your concerns with your Human Resources department. If they fail to address the problem, you may need to escalate the issue and reach out to someone who can review your documentation and determine if you should pursue an age discrimination lawsuit.
