I have the pleasure of discussing ageism in the workplace with HR experts this afternoon.
A huge shoutout to my colleagues doing extensive work in this space: Mehbs Remtulla, Helen Hirsh Spence, and Bradley Schurman, to name a few.
If people say it’s not at their workplace, how do you really know?
HR policies and protocols are being reviewed and changed.
I have put this to the test and can tell you authentically that it is present.
Navigating ageism in the workplace can be challenging, but there are strategies you can employ to address and mitigate its effects.
Here’s a sneak peek at my discussion today:
📌Build awareness: Educate yourself and others about ageism and its impact on individuals and organizations. Understand the stereotypes and biases associated with different age groups.
📌Promote inclusivity: Foster an inclusive work environment where diverse perspectives, including those of older workers, are valued and respected. Encourage open communication and collaboration among team members of all ages.
📌Challenge stereotypes: Take proactive steps to challenge and debunk age-related stereotypes. Highlight the skills, experience, and wisdom that older workers bring to the table. Encourage intergenerational mentoring and knowledge sharing to bridge the generation gap.
📌Advocate for policies and practices: Encourage your organization to implement age-inclusive policies and practices. This can include age-blind recruitment and promotion processes, flexible work arrangements, and training programs that address age-related biases.
📌Focus on skills and performance: Emphasize the importance of skills and performance rather than age when evaluating employees. Encourage a culture of continuous learning and skill development for all employees, regardless of age.
Addressing ageism is a collective effort that requires a cultural shift within organizations.
By promoting inclusivity, challenging biases, and advocating for change, you can contribute to creating a more age-diverse and inclusive workplace.
What’s in your playbook?
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