Embracing Inclusion: Why Ageism Matters and How We Can All Benefit

In the evolving landscape of workplace diversity and inclusion, it’s clear that every form of discrimination—whether based on race, gender, or disability—deserves attention and action. However, one area that often receives less focus is ageism. As someone who has personally experienced age-related biases, I want to highlight why addressing ageism is essential, not just for those directly affected, but for everyone.

The Importance of Comprehensive Inclusion

Diversity and inclusion are vital for a thriving workplace. We all recognise the value of including people of different races, genders, and abilities. Companies that excel in these areas benefit from a broader range of perspectives, leading to more innovative solutions and a stronger, more engaged workforce. But while these aspects are often highlighted, ageism can be overlooked.

Understanding Ageism

Ageism refers to discrimination based on age, impacting both younger and older individuals. It can manifest in various ways, from hiring biases to limited opportunities for career advancement. As we live longer and work later into our lives, addressing ageism becomes increasingly crucial.

Why Ageism Matters to Everyone

1. Valuing Experience: Older employees bring a wealth of invaluable experience and knowledge. By addressing ageism, we ensure that this expertise is recognised and leveraged effectively.
2. Fairness Across Ages: Just as we fight for fairness in race, gender, and disability, it’s essential to extend this fairness to age. If we expect employees to work until retirement age, it’s only right that they are given equal opportunities throughout their careers.
3. Preparing for the Future: As the workforce ages, every one of us will eventually face age-related challenges. By addressing ageism now, we prepare ourselves and future generations for a more inclusive and equitable work environment.

Personal Experience with Ageism

Having lived in France for the past two years, I’ve experienced the challenges of ageism firsthand. Unlike my time in the UK, where I felt less aware of age-related biases, the discrimination I’ve faced here has made me acutely aware of the issue.

Additionally, I’ve noticed a concerning trend in job postings that often use phrases like “a young, dynamic team” or “seeking innovative, youthful candidates.” This indirect messaging clearly indicates a preference for younger individuals, making it feel as though those of us over 50 are not welcome. While companies may not explicitly state they are excluding older candidates, the implications are clear and can be disheartening for those of us with valuable experience to offer.

While my personal experience has highlighted ageism, it’s important to recognise that all forms of discrimination are interconnected and equally significant.

Celebrating All Forms of Diversity

While my focus here is on ageism, I want to acknowledge that inclusion is multifaceted. Embracing diversity means addressing all forms of discrimination—whether based on race, gender, disability, or age. Each form of bias requires our attention and action.

Notable Examples of Companies Leading in Inclusion

Here are some examples of companies that are making strides in diversity and inclusion, including age diversity:

• L’Oréal: Known for its commitment to diversity, L’Oréal emphasises inclusive practices that extend to age diversity. Learn more about L’Oréal’s diversity and inclusion initiatives. You can also watch L’Oréal’s diversity video.
• Barclays: Barclays is recognised for its inclusive culture, focusing on multigenerational workforce strategies. Explore Barclays’ diversity and inclusion strategy. Learn about Barclays’ multigenerational strategy.
• SAP: SAP’s approach to diversity strongly emphasises age inclusion. Check out SAP’s diversity and inclusion efforts.
• Allianz: Allianz is a leader in promoting age diversity, with policies and initiatives designed to support employees throughout their careers. Learn about Allianz’s diversity and inclusion efforts and explore Allianz’s focus on age inclusion.
• Société Générale: With a longstanding commitment to diversity, Société Générale supports an inclusive environment for all employees. Société Générale Diversity and Inclusion. My personal connection to the company, through my mother’s positive experience working there, reflects its supportive culture.

Why Smaller Businesses Should Care

While large organisations often lead in inclusion practices, many smaller businesses have yet to recognise the importance of addressing ageism. It’s crucial for smaller companies to understand that ageism affects everyone, and addressing it proactively can help them build a more inclusive and successful workplace.

Ignoring ageism can be a costly mistake. As the workforce continues to age, every employee will eventually face age-related challenges. By addressing these issues now, smaller businesses can ensure they are prepared for the future and contribute to a fair and equitable work environment.

Conclusion

Inclusion is crucial for a thriving and innovative workplace. While ageism might not always be the focal point of diversity efforts, it’s an important issue that deserves our attention. By recognising and addressing age-related biases, we can create more inclusive environments that benefit everyone. Let’s work together to embrace all forms of diversity and build a future where every individual, regardless of age, is valued and supported.