Let’s Talk About Ageism at Work
Imagine this: you're in your early 50s, doing great work and ready to grow. Then someone calls you “not fresh” anymore. Or you’re left out of a training opportunity because “you’ll retire soon anyway.” These moments may seem small, but they reflect something much bigger: ageism. We spoke with Dr. Ittay Mannheim, a social psychologist and gerontologist at Leiden University, about how ageism shows up in the workplace and what we can all do to create healthier, more inclusive environments.
What is Ageism?
"Ageism is stereotypes, prejudice, and discrimination towards a person because of their age," Ittay explains. And it affects both older and younger employees. Sometimes it’s direct, like being passed over for a promotion. Other times it’s subtle, like a joke at someone’s expense or a job ad asking for “young and energetic” applicants. The impact can be just as harmful either way. Unlike other biases, ageism is something that can affect all of us at some point. "We're all getting older," Ittay reminds us. "At some point, this could affect each and every one of us."
Ageism in the workplace - Insights from Ittay Mannheim
Why It Matters at Work
Ageism can shape everything from hiring and promotions to team culture and productivity. On an individual level, people might be excluded from opportunities based on assumptions about their age. At the team level, workplaces without age diversity may miss out on different perspectives and experiences. "An age-diverse team brings more creativity, more balance, and a wider scope of ideas," Ittay shares. When age bias goes unchecked, it limits innovation and holds organizations back.
Rethinking What It Means to Be ‘Old’
Ittay’s research shows that what we consider “old” is highly context dependent. In the tech world, people in their 40s are sometimes already seen as outdated. “In the context of digital technology, people are considered old around 50, even 45,” he says. “In some high-tech sectors, someone in their early 40s is already considered very old.” This mindset has real consequences. It can affect hiring decisions, limit someone’s chance to grow, or make them feel unwelcome in their own workplace.
There are plenty of assumptions made about both older and younger workers. Younger employees are often seen as inexperienced or overconfident. Older ones might be seen as slower, less motivated, or resistant to change.
But as Ittay points out, “You can find laziness in every age.” And when it comes to tech, personality matters more than age. “There are young people who hate using technology and older people who have always been early adopters.”
So What Can We Do?
The first and most important step is awareness. “Most people I talk to about ageism don’t even know the term,” Ittay says. “But when I explain it, they immediately recognize it and understand why it matters.”
From there, we can take action in a few ways:
1. Build Intergenerational Teams
Diverse teams aren’t just about gender or culture. Age diversity matters too. Including people of different ages brings a broader range of ideas and skills to the table.
2. Watch Your Language
The words we use shape who feels welcome. Avoid phrases like “young environment” in job ads or comments that assume someone’s tech skills based on their age. “If I made a racist or sexist joke at work, it wouldn’t be accepted,” Ittay says. “But jokes about age often still go unnoticed.”
3. Support Bottom-Up Change
Encourage employees to speak up when they notice age bias. These conversations, even one-on-one, can shift the culture. “People who are ageist are not necessarily bad people. They often just don’t realize the harm,” Ittay explains.
4. Create Opportunities for Reverse Mentoring
Pairing junior employees with senior colleagues — and vice versa — fosters mutual learning and trust. The younger person brings fresh insights, and the older person offers experience and perspective. These partnerships help break down assumptions on both sides.
5. Use Data to Track Progress
Organizations can collect data to measure ageism and check how employees of different ages are feeling. “If you run an intervention to reduce ageism, it’s good to check before and after to see if it worked,” Ittay advises.
What Could the Future Look Like?
Ittay hopes for a future where age is just a number, not a deciding factor. Where people are seen for their motivation, skills, and goals, not how old they are. “People are starting second and third careers later in life. We need to stop assuming that age equals ability.” And for all of us, no matter our age, Ittay leaves us with one final message: “Say no to ageism and start talking about it. We’re all going to age. It’s time we put this on the agenda.”
At Silatha, we believe in creating psychologically safe and inclusive workplaces for every employee — regardless of age. All of Ittay Mannheim’s insights on ageism are part of our Bias Training, where we help teams uncover hidden biases and build stronger, more respectful cultures.
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Book a call with us today to learn more!
Written by Tudor Marinca