What is ageism?

Ageism refers to discrimination or bias against employees based on their age. It can affect hiring, promotions, training opportunities, or day-to-day interactions, and it impacts both younger and older employees. Employees are protected under the 2010 Equality Act, however it is still happening more often than we may think. 

New research by Ciphr highlights that the most common form of discrimination cited by all respondents was ageism. Nearly one in seven (15%) people reported feeling that their age was a factor for not getting some jobs they’ve applied for. And around one in 12 (8%) say they’ve experienced workplace discrimination based on their age.

Age is far from a determining factor of performance or ability; with a supportive and inclusive work environment, a person can flourish, regardless of age.

This blog will cover:

• What ageism in the workplace is and how it shows up
• Why age diversity matters for business performance and culture
• Common challenges employees face due to age bias
• How employers can prevent ageism and promote an inclusive culture
• Practical steps to recruit, retain, and support employees of all ages

What does age discrimination in the workplace look like?

Discrimination of any kind, whether that be race, religion, sexuality or age, can go unnoticed and unreported.

So what does ageism look like? Here are some things to think about:

• Lack of learning opportunities. These tend to be offered to the younger employees, whether that includes training workshops, conferences or reimbursement for educational courses. 
  
• Not having the opportunities to be involved in larger, more challenging or important projects or, on the flip-side, given the more tedious projects that others don’t wish to complete. 
  
• Receiving disheartening comments or remarks about age. Comments could be subtle or made in a joking manner, but might still be hurtful.
  
• Being excluded from company social activities.  
  
• Being overlooked for promotions and salary raises. Promotions and salary increases are based on personal performance, therefore this one can be a slightly trickier one to associate with age.  

Age discrimination and mental health

This is no surprise, but psychologically, age discrimination has a massive impact on overall well-being and is closely linked to increased stress, anxiety, and depression. In fact, over 30% of workers aged 55 and over have taken time off due to poor mental health in the past year, yet only 14% openly cite mental health as the reason, often because of stigma.

Experiencing prejudice based on age can lead to job loss, financial stress, and social isolation, all of which drive symptoms of depression and anxiety. Older workers are also 60% more likely to be out of work if they have a long-term health condition compared to those aged 35–49, and many under-report mental health challenges for fear of being judged.

Addressing age discrimination requires cultural shifts toward inclusivity and respect, promoting environments where age diversity is valued and supported. Doing so not only tackles stigma but also creates workplaces where employees of all ages can thrive, improving mental well-being for everyone.

So what can companies do? Let’s look into this in some more detail…

How can companies manage age discrimination in the workplace?

To manage ageism in the workplace we recommend reviewing all policies and procedures to identify areas of age bias, including sick leave, annual leave and flexible working arrangements. This process will also involve examining recruitment policies, employment terms and conditions, promotions, training, redundancy and dismissals. 

• Review sick leave and annual leave policies to ensure fairness for age-related health concerns and caregiving responsibilities.
• Assess flexible working arrangements to cater to the diverse needs of employees, including older workers who may benefit from alternative work schedules or remote work options.
• Scrutinize recruitment policies to eliminate age-related stereotypes or preferences and ensure fair hiring practices.
• Evaluate employment terms and conditions, such as retirement age policies and benefits eligibility, to rectify any disparities disadvantaging older workers.
• Examine processes related to promotions, training opportunities, redundancy procedures, and dismissals to prevent age-related biases from influencing decisions about career advancement, skill development, or job retention.

Companies leading the way
OVO

Kavin Pakzad, Senior Talent Acquisition Advisor at OVO shares his thoughts on how OVO became an Age-Friendly Employer.

At OVO, we have worked with Renegade Generation to become an Age-Friendly Employer. As part of this work, we introduced new policies and guidance for our people to support flexible working and retirement options. We hold regular financial sessions with AAG on preparing for retirement and we use Restless to advertise our job vacancies to people over 50. 

Our Generations Network aims to tackle ageist behaviours by raising awareness of the needs and expectations of different age groups, and by improving policies and practices at OVO.So as well as supporting older generations, we make our job ad's don't ask for a specific number of year's experience, ensure our younger generations are equipped with knowledge about their future and share stories from our younger or older leaders to inspire our people.

We also put our leaders through intergenerational workplace training where we focused on the benefits of intergenerational working and how generations can support each to grow and develop.

We have also signed the Armed Forces Covenant and introduced a Guaranteed Interview scheme to support veterans, who are usually older, to transition and flourish at OVO

A full age inclusive workplace is where we can visibly see representation of all generations at all levels. It recognises the values, strengths, experiences of all ages and celebrates intergenerational working.

Anglian Water Services

Jess Pilsworth, HR Delivery Manager at Anglian Water shares how the company has created an environment where all ages feel valued.

Our workforce spans generations, from apprentices just starting out to seasoned professionals well into their 70s. This diversity brings a richness of experience, perspective, and innovation that helps us better serve our customers and communities.

We’re proud to be creating an environment where people of all ages feel valued, supported, and empowered, and have taken meaningful steps to embed age inclusivity into our culture by:

• Signing the #AgeFriendlyEmployer Pledge, demonstrating our commitment to recognising the value of older workers.
• Encouraging multigenerational meetings and reverse mentoring, helping colleagues learn from one another and build stronger, more connected teams.
• Establishing 'Love Every Year', our employee-led network focusing on the options, challenges and opportunities for people in their later stages of their career, including career development, planning for retirement, caring responsibilities.
• Providing resources for those nearing retirement, including options to reduce hours and job share, alongside access to financial, emotional, and lifestyle support.
• Reviewing our employee benefits, ensuring that policies are extended to support colleagues at every stage of life - including extending our income replacement scheme eligibility from age 65 to 75.

And while we take our commitment seriously, we also know the value of celebrating our differences in a fun and engaging way. At a recent panel discussion on working in a multigenerational workplace, colleagues shared the songs that were number one when they were born. From disco classics to 90s pop hits, it was a light-hearted reminder of the breadth of experiences we bring - and how much we can learn from each other.

5 ways to create more age-inclusive workplaces

1. Offer flexible working options: Implement flexible work arrangements like remote work, part-time, flexible hours and job sharing. This helps accommodate the needs of employees at different life stages, making it easier for older workers to balance their personal  and professional responsibilities. In a 2024 flexible after fifty report it was found that72% of older workers either work flexibly already or want to do so.

2. Provide continuous learning and development: The report also highlighted that 69% of participants felt optimistic about learning new skills and 62% were ambitious and wanted to better themselves. It's important to encourage lifelong learning by offering training and development programs that cater to employees of all ages. This means that older employees can keep their skills updated and feel valued.

3. Create an inclusive culture: Create a workplace culture that values diversity and inclusion. Promote intergenerational collaboration by organising team-building activities and mentorship programs where employees can share their experiences and learn from each other.

4. Address age bias: Actively work to eliminate age-related stereotypes and biases. Make sure that policies and practices, such as recruitment and performance evaluations, are fair and unbiased. Providing training on age diversity and inclusion can help raise awareness and promote a more inclusive environment.

5. Support health and well-being: Offer health and wellness programs that address the needs of employees at different ages. Provide resources and support for managing age-related health issues, such as flexible health benefits, mental health support, and wellness initiatives that cater to older employees.

By implementing these strategies, companies can create a more age-inclusive workplace that values and supports employees of all ages, creating a more diverse and inclusive work environment.