Addressing Ageism in the Workplace: A Small Business Perspective

Dealing with ageism in a small workplace can be particularly challenging due to the close-knit nature of the team dynamics. In this article, we explore strategies to tackle ageism, maintain a positive work environment, and ensure compliance with anti-discrimination laws.

Understanding Ageism in the Workplace

Ageism, prevalent in many work environments, refers to discriminatory attitudes, stereotypes, and actions directed at individuals based on their age. In a small workplace with predominantly younger employees, older employees like those in their 60s can face significant challenges. These challenges often manifest as age-related slurs or dismissive attitudes from their younger counterparts, such as the statement, "With age comes knowledge with youth like you comes SHIT. Use that line maybe it’ll shut them up for a while."

The Reality of Ageism: A Legal Perspective

Ageism is not only a moral and ethical issue but also a legal one. Federal laws such as the Age Discrimination in Employment Act (ADEA) protect workers aged 40 and above from discrimination based on age. In a small business setting, age discrimination can lead to a hostile work environment, where older employees are made to feel uncomfortable and unwelcome. The younger colleagues’ comments about firing older employees because they are "slow" can be seen as indirect age discrimination.

Combatting Ageism: Steps to Take

1. **Document Incidents**: Keep a record of any age-related comments or actions. Documentation is crucial for any legal or HR proceedings. For instance, if a colleague says, "Susie says I am slow. Do you think I am?" you should address the comment directly to HR or your manager.

2. **Maintain Professionalism**: It is essential to respond to ageist behavior in a professional manner. Avoid getting into confrontations and always remain calm and composed. Example: "Thank you for sharing your feedback. However, I am confident in my ability to perform my job duties effectively and meet performance expectations."

3. **Engage with HR**: If the ageism persists, speak to your HR manager or the human resources department. They can provide guidance, support, and investigate the claims according to company policies and legal standards. HR can also facilitate training and workshops to foster inclusivity and understanding among all employees.

4. **Update Skills and Knowledge**: To counter any claims of being "slow," it is important to continuously update your skills and knowledge. This can include attending workshops, taking online courses, or seeking mentorship from younger colleagues. Being proactive and demonstrating a willingness to learn can help mitigate misunderstandings and perceptions of age-related inefficiency.

5. **Maintain a Positive Outlook**: Stay positive and focused on your goals. Understand that your professional value is not defined by your age but by your skills, experience, and dedication to your work. Keep working hard and let the negative comments and actions of others speak for themselves.

Conclusion

Addressing ageism in a small workplace requires a comprehensive approach, including proper documentation, professional responses, engagement with HR, continuous skill development, and maintaining a positive outlook. By taking these steps, you can create a more inclusive and equitable work environment that values each member's contributions based on merit rather than age.