Unfortunately, most working professionals face challenges in different stages of their professional lives.

Some of the negative effects of ageism among young working professionals include stereotypes based on age, being excluded from opportunities because of age, undermined authority, exclusion from decision-making processes due to "lack of experience" and practices like ignored contributions. These types of practices cut across working professionals of all ages however, in specific instances, the elderly have it worse. Some organizations' cultures promote ageism via practices such as negative attitudes towards the elderly at work, unfair hiring practices, forced resignation, getting fired for petty reasons, being passed over for promotions, and assumed age-related issues.

Age should never be a factor that limits an individual's career aspirations or opportunities for professional growth. Therefore, this article seeks to explore strategies that companies and individuals can use to challenge stereotypes about ageism and strategies on how to overcome ageism in the workplace.

Individual  Practices

Fighting discrimination in the workplace should always begin from an individual level. The little things that we may see as insignificant can create a big impact. If you are facing ageism in the workplace you can:

• Speak Against it

When you are a victim of discriminatory practices or stereotypes based on age, you should address them on the spot. Some of the stereotypes are made as a joke but in reality, they propagate ageism. For example, a joke about old people not keeping up with technology or younger people lacking the experience to do certain jobs. These types of stereotypes in the workplace should be addressed as they become part of a negative culture when taken to be a norm. It is worth noting that old habits die hard. Breaking out of such a culture becomes a nightmare when the individuals involved believe that the stereotypes are true. Let us endeavor to emphasize the individuality of employees rather than making assumptions based on their age.

• Defy stereotypes

Challenging stereotypes is a tested and proven method of combating ageism in the workplace. One can center their approaches to combat ageism depending on the stereotype. For instance, if there is a stereotype about old people being resistant to change, demonstrate that you are flexible by accommodating new ideas, and create a platform where all contributions are valued. If it is about technology, commit to continuous learning and development to improve your skills and stay updated with current trends and technology. Challenging stereotypes is about showcasing the value you bring on board despite your age. Being results-oriented if you may. Stereotypes eventually lose meaning when they are consistently defied by evidence-based data and real-life success stories.

• Select/transition into a career you cannot age out of

If you have fallen victim to ageism in the workplace, consider transitioning to a career that one cannot age out of. These are careers whereby knowledge is king and experience is highly valued. Careers in the digital industry such as SEO, teaching and mentoring, content creation, entrepreneurship, writing, public service, and health care professions. Some of them require additional education, training, or certification but eventually, they lead to a gratifying career whereby individuals feel valued for their contributions.

• Establish meaningful Relationships

Relationship building is an important skill to develop in a working setup. Having meaningful relationships with colleagues who are younger than you and vice versa leads to inclusivity. When meaningful relationships are established, it becomes easier to address discriminatory practices when they arise. It also creates an environment where knowledge can be shared and both senior and younger colleagues can be consulted on issues that require assistance instead of being discriminated against for having challenges with particular areas.

• Upskill

A current trend in the job market is employers hiring employees who are versatile. Individuals with several skills are considered more valuable than those without. Therefore, when you upgrade the skills you currently have to keep up with current trends and technology, you are molding yourself to become an asset. Discriminatory practices such as wrongful termination or exclusion from decision-making processes become a thing of the past when you present yourself as an asset.

Company-related Practices.

Individuals can only do so much when the system is set against them. Management needs to lead by example by combating this discrimination from the top. Did you know that ageism serves as grounds for a lawsuit in a court of law? The following are practices organizations can take to combat this prejudice:

• Creating Awareness and education on Ageism

Awareness and diversity training should be mandatory practices to curb biases. Most of the stereotypes and discriminatory practices occur because they are unconscious biases. Organizations should make efforts to sensitize their staff and managers on unconscious biases. This could be in managing workplace dynamics or hiring practices. Open discussions about ageism should also be promoted to enhance understanding of ageism and to further challenge ageism stereotypes.

• Creating an inclusive organizational culture

Organizational cultures have been cited as one of the core reasons for turnover rates. Organizations should analyze their work cultures and promote diversity and inclusion as their core values. Organizations must implement policies that prevent age-based discrimination and foster a respectful work environment. Employees feel valued in an environment that fosters diversity and inclusion. A method organizations can explore to create diversity and inclusion is to encourage cross-generational collaborations to harness the strengths of all employees. They could also strive to promote mentorship programs that facilitate knowledge-sharing between generations.

• Create opportunities for Lifelong learning

Creating opportunities for lifelong learning is crucial to combat ageism in the workplace. Organizations that prioritize continuous learning empower employees and foster an inclusive, growth-oriented environment. By offering diverse learning programs, workshops, and training sessions, all employees can enhance their skills, leading to improved performance and job satisfaction. For older workers, providing upskilling opportunities is vital in the ever-changing work landscape, helping them stay competitive and confident while highlighting their value to the organization, and promoting fulfillment in their careers.

• Rewarding individuals based on merit

Companies ought to consider recognizing individuals for their achievements and contributions  rather than their length of service. While it is vital to give recognition to employees with lengthy tenures in  organizations,  rewards like promotions should be granted based on achievements. Rewarding individuals based on tenure is an act of discrimination against  younger professionals perpetrated through this particular practice. It is demoralizing when employees who have made significant contributions to the company get passed on for rewards and promotions simply because of tenure. It could also hurt their productivity.

• Eliminating discriminatory practices in the hiring process

Due to unconscious and conscious biases, several hiring practices are filled with ageism discriminatory practices. Recruitment firms and organizations in general should ensure that discriminatory language should be excluded from job advertisements. Terms such as "we are looking for a young and energetic" are discriminatory against the elderly with experience and expertise. Organizations should take on an age-blind approach to ensure fair evaluations. Questions related to age in hiring practices should also be excluded. Candidates need to be evaluated on qualifications such as skills, expertise, and cultural fit instead of age.

• Implementing policies to tackle ageism.

Implementing policies to combat ageism requires a proactive strategy that incorporates elements of progress measurement and accountability. To effectively counteract age-related biases, organizations must develop clear criteria to assess their efforts in creating an age-inclusive workplace. These measures could include tracking employee representation and participation across different age groups, conducting frequent surveys to gauge employees' perceptions of age-related concerns, and monitoring age-related complaints or incidents. Holding management accountable for developing an age-inclusive culture is also critical. This can be accomplished through regular evaluations of managers' performance in establishing a diverse and courteous work environment. Recognizing and appreciating accomplishments in fostering age diversity can also reinforce positive behavior and outcomes while also driving continued efforts. Organizations can build by including these elements in their policies. By integrating these aspects into their policies, organizations can build a workplace that values and respects employees of all ages, ensuring a fair and thriving work environment.

As we conclude this enlightening article, let us rise above the confines of ageism, understanding that when nourished by an inclusive culture our collective potential knows no bounds. Together, we can create workplaces that are beacons of development, where each individual is valued not for the number of years they have lived, but for the wisdom and abilities they offer. As we break the veil of ageism, we present a brighter and more equitable future, cultivating an environment in which every employee, regardless of age, may thrive and achieve new heights of accomplishments.

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