Addressing Workplace Discrimination Against Older Workers: Why Policy Alone Is Not Enough

The American Association of Retired Persons (AARP) has long advocated for the rights of older workers. However, when it comes to organizing large-scale protests against employers who discriminate against older employees, the question arises: why is this not a priority for the AARP? The short answer is that such protests are unlikely to bring lasting change. People harboring biases cannot be simply 'written out of the equation'; the challenge lies in fundamentally altering their perceptions and behaviors.

The Human Factor and Biases

I have spent years observing and studying human behavior, and I can attest that people are deeply flawed. Despite the best laid policies and enforcement measures, biases and prejudices persist. They originate from within each person, making it difficult to alter their behaviors through legislation alone. My extensive experience as a coach has reinforced this perspective: many individuals cannot see the impacts of their actions, nor can they appreciate their own blind spots. Each one of us—myself included—has biases that we may not be fully aware of, and it is a natural part of the human experience.

The Evolving Workforce and Management Styles

As the workforce and leadership become younger, the dynamics at play influence how older workers are perceived and managed. Younger managers often find it challenging to manage employees who are significantly older. This dichotomy is rooted in both cultural and generational differences. In many cultures, including western ones, respect for elders is deeply ingrained. This respect conflicts with the understanding of leadership roles, which are often perceived as needing to assert authority.

Additionally, mature professionals are often seen as more difficult to manage due to their higher levels of emotional maturity or emotional quotient (EQ). Younger managers may lose confidence in the presence of more experienced staff, believing that older workers have more developed skills and are less willing to accept what they perceive as 'BS.'

Addressing Institutionalized Discrimination

To address discrimination effectively, institutions must go beyond policy and introduce structured initiatives. One such method is setting quotas, which, although controversial, can help overcome the inherent biases of decision-makers. Quotas, however, are not without their critics. They too can be seen as discriminatory, but they provide a necessary framework to move past blind spots.

Emotional intelligence training is another crucial component in combating age discrimination. However, such training must be contextual and delve deep into the participants' emotional landscapes. Participants need a safe space to explore their inner worlds and understand the root causes of their biases. Leadership coaches play a vital role in guiding this process, helping individuals to work through their vulnerabilities in a supportive environment.

Strategies for Older Workers

Older workers navigate a challenging landscape where discrimination is pervasive. However, there are steps you can take to mitigate its impact:

Check Out Hiring Managers: If you find yourself repeatedly rejected, consider the age of the hiring manager. Historically, those under 40 may be less likely to hire candidates who are older, though it is important to recognize that discrimination is not unequivocal. It can be useful to avoid companies where the hiring manager fits this profile. Continuous Learning: Dedicate at least five hours each week to continuous learning. Engage actively with industry trends and networks through social media and networking events. Keep yourself updated and relevant in your field. Skill Development: Explore cost-effective online courses to enhance your skills and stay competitive. Lifelong learning is essential for career longevity. Mental Well-being: Cultivate a positive mindset. Engage in mindfulness practices such as meditation, read self-help books, and maintain an active social life. Prioritize activities that bring you joy and fulfillment. Advocacy: Use your voice to advocate for change. By doing so, you can help raise awareness and initiate necessary reforms.

In conclusion, while AARP plays a crucial role in advocating for the rights of older workers, instituting meaningful change requires a multifaceted approach. This includes not only policy initiatives but also emotional intelligence training and mentorship. By addressing the root causes of discrimination, we can create a more inclusive and equitable working environment for all.