According to the EEOC, age discrimination is still a concern in the workplace. 22% of claims in recent years involve age discrimination, and the impact of resolving these cases can cost companies millions of dollars. Notably, paying attention and being proactive about ensuring your workforce practices inclusive behaviors is worth it.
We live in a time when C-Suite Leaders are mature, with many over 70 years of age. Focus on the ability and handling of aging politicians like Mitch McConnell have become more prominent in the news cycle. As such, behaviors attributed to older adults are seen negatively, with attention drawn to challenges around role ineffectiveness, which have caused much concern with demands for embracing the next generation of leaders seemingly able to handle the required workload. As with other external issues, workplaces will feel pressured to ascertain whether employees of a particular age can fulfill roles for the long haul. In doing so, inclusion and belonging gaps can surface. Companies must adapt to account for existing and new workers entering the workplace as people stay employed longer. A burning question is how to set an inclusive standard when ongoing bias arises about the effectiveness of older workers.
There are some strategies inclusive leaders can employ to avoid or minimize ageism in the workplace proactively:
PROMOTE AND TRAIN ON INCLUSIVE COMMUNICATIONS
Inclusive Leaders can play a role in ensuring that workplace culture promotes inclusive language and has accountability measures when inclusive language is missing. The Institute for Public Health advises that neutral language that avoids othering is pragmatic. As such, making ongoing resources available (i.e., glossary, verbal and written communications support, etc.) will help employees to connect and collaborate inclusively in the workplace. Remember, unconscious bias training needs to be iterative as the costs of misstepping can cause harm and cost the company exorbitant amounts.
CREATE REPRESENTATION OF OLDER WORKERS ACROSS ALL LEVELS IN ORGANIZATION
Inclusive Leaders exist across all levels of organizations. More and more workplaces will appreciate the value these leaders bring forth. Those leaders can aid in evaluating and finding gaps in what leadership representation looks like for the workplace. Consider whether more senior workers are evident throughout the organization and in positions that impact crucial decision-making. Increased representation is a common goal for diversity, equity, inclusion, and belonging. Audit and evaluate the workplace to highlight gaps and adjust diversity, equity, and inclusion plans to ensure broad inclusion, even if prioritization for varying groups is in place with the intent to cover all groups in due time.
PROMOTE MENTORING TO BUILD INCLUSIVE LEADERSHIP SKILLS
Here is another opportunity for inclusive leaders to spearhead, suggest, or engage in programs that provide reverse mentoring opportunities to buddy generations together to foster inclusive practices. Doing so brings about awareness, understanding, and empathy.
CHECK AND IMPROVE UPON HIRING PRACTICES FOR BIAS AGAINST OLDER WORKERS
Microaggressions against traditionalists and baby boomers can imply workers are past prime and not good candidates to support company goals of winning the war on talent. Inclusive Leaders can help by partnering with and encouraging recruiters and hiring teams to expand job reach by building partnerships that provide access to talent pools of older workers. For example, organizations like AARP have vetted strategies for hiring qualified candidates.
Read the full article here
