Age Discrimination: Why Older Workers Are Essential for Business Success

In this episode, Jivan delves into the pressing issue of age discrimination in the workplace. Drawing on over 20 years of HR consulting experience, Jivan highlights the pervasive stereotypes that affect both older and younger workers alike, emphasising the moral and economic implications of ageism. The discussion covers the alarming decline of older workers in the tech industry, the mental health impacts of age discrimination, and the significant costs to businesses and economies. KEY TAKEAWAYS Age discrimination, or ageism, involves negative attitudes towards older individuals, discriminatory practices against them, and institutional policies that perpetuate stereotypes. It affects both younger and older workers, with harmful stereotypes impacting hiring and workplace dynamics. The tech industry has seen a significant decline in workers over 40, dropping from 60% in 2014 to just over 52% in 2022. This age imbalance not only sidelines experienced talent but also reinforces ageist stereotypes, ultimately affecting product development and workplace diversity. Age discrimination can lead to self-stereotyping among older workers, resulting in lower self-esteem, increased stress, and a cycle of harm that can contribute to depression and burnout. This has broader economic implications, costing billions in lost productivity and tax revenue. Various government reforms, such as the "Get Britain Working Again" white paper and the Age-Friendly Employer Pledge, aim to support older workers through structured re-entry programs and inclusive hiring practices. These initiatives are crucial for addressing the challenges posed by an aging workforce. BEST MOMENTS "Age discrimination is wrong morally, socially, ethically. It's illegal, it's costly for workers, for businesses and for economies." "One in four people think that it doesn't make any business sense to employ someone over the age of 50." "Older adults tend to internalise ageist stereotypes. It creates a cycle of harm where repeated rejections can erode confidence." "IT can either create invisible barriers or it can be a powerful tool for inclusion, depending on how we build and deploy it." "Let's shift corporate culture to really value empathy, cultural insights, and human understanding." HOST BIO Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour. Listeners are drawn to her raw honesty and insightful reflections on change and resilience. Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others. As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all. Please connect with her on Linked In: Jivan Dempsey FCIPD GMBPsS | LinkedIn Or send her an email at: [email protected] www.fiverivers-consulting.com HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv Are you working in a toxic environment? Take our free quiz to find out https://bit.ly/3BPZXSR This Podcast has been brought to you by Disruptive Media. https://disruptivemedia.co.uk/