Tackling Ageism in the Workplace: Insights, Challenges, and Action

By SNAW Project Consortium

Ageism—defined by Robert Butler in 1969 as “prejudice by one age group against another” (Achenbaum, 2021)—continues to influence workplace dynamics across Europe. While age-based bias can affect individuals of all generations, its most severe and subtle forms often target older adults, contributing to exclusion, inequality, and lost potential (Georgantzi, 2018).The Erasmus+ project SNAW (Say No to Ageism in the Workplace) seeks to raise awareness about ageism, offering practical tools to promote inclusion in the workplace. Based on a literature review and surveys conducted in Germany, Greece, Ireland, Portugal, and Romania, the project identifies ageism as a persistent issue that intersects with institutional policy, interpersonal behavior, and cultural narratives.

Understanding Ageism in Context

Ageism operates both implicitly and explicitly (Vern et al., 2018), shaped by societal norms and expectations around ageing. Age norms influence decisions on career progression, retirement, and job suitability (Henkens, 2022). Many older employees internalize these expectations, limiting their ambition or participation, even when capable and motivated (Gruber et al., 2022).Research reveals that stereotypes portraying older workers as less adaptable or technologically skilled are widespread. These views persist despite evidence of their reliability and expertise (Fasbender et al., 2019). Moreover, institutional factors—such as outdated pension policies and age-based hiring biases—further marginalize this group (Boehm et al., 2021).

Theories That Explain Age-Based Bias

Two key social psychology theories shed light on ageism’s roots:

• Integrated Threat Theory posits that people view unfamiliar groups as threats to their status or stability. Older adults may be perceived as a burden on resources, especially in ageing societies (Ayalon & Tesch-Römer, 2018).
• Intergenerational Conflict Theory suggests that younger generations may resent older populations due to perceived competition over jobs, pensions, and social values (North & Fiske, 2013).Such perceptions are exacerbated by declining intergenerational contact—a factor linked to negative attitudes (Hagestad & Uhlenberg, 2006).

What the SNAW Findings Reveal

Our research confirms that ageist attitudes are embedded in workplace cultures. Over 70% of survey participants believe the media perpetuates negative stereotypes. Fewer than 40% report clear anti-ageism policies in their organizations. Age discrimination manifests in limited training access, biased evaluations, and inequitable career opportunities.The emotional toll is also considerable—many employees feel unable to speak openly about age-related issues, especially when facing biases from supervisors. These dynamics erode trust, reduce morale, and undermine productivity.

A Path Forward

The SNAW Model promotes awareness, intergenerational dialogue, and inclusive practices. It supports HR professionals, educators, and organisations in addressing the multi-level nature of ageism through training, mentoring programmes, flexible work arrangements, and policy reform.

Coming Soon: The SNAW Course

The SNAW curriculum on building age-inclusive workplaces is now ready and the course will be launched soon! Designed to raise awareness and promote inclusivity, it covers topics such as recognising bias, understanding its effects on well-being and job performance, and applying strategies for fostering diversity and equality. It will be available on the SNAW website.

References

Achenbaum, W. A. (2021). Robert Butler and the triumph of ageism awareness. Journal of Aging Studies, 57, 100934. https://doi.org/10.1016/j.jaging.2021.100934

Ayalon, L., & Tesch-Römer, C. (Eds.). (2018). Contemporary perspectives on ageism. Springer. https://doi.org/10.1007/978-3-319-73820-8

Boehm, S. A., Kunze, F., & Bruch, H. (2021). Spotlight on age diversity: Implications for HR management. Human Resource Management Review, 31(4), 100764. https://doi.org/10.1016/j.hrmr.2020.100764

Fasbender, U., Wöhrmann, A. M., Wang, M., & Klehe, U.-C. (2019). Is the future still open? The mediating role of occupational future time perspective in the effects of career adaptability and aging experience on late career planning. Journal of Organizational Behavior, 40(4), 459–473. https://doi.org/10.1002/job.2349

Georgantzi, N. (2018). Ageism and age discrimination in international human rights law. In L. Ayalon & C. Tesch-Römer (Eds.), Contemporary perspectives on ageism (pp. 431–454). Springer.

Gruber, J., Milligan, K., & Wise, D. A. (2022). Social security programs and retirement around the world: Reforms and retirement incentives. University of Chicago Press.

Hagestad, G. O., & Uhlenberg, P. (2006). Should we be concerned about age segregation? Some theoretical and empirical explorations. Research on Aging, 28(6), 638–653. https://doi.org/10.1177/0164027506291872

Henkens, K. (2022). Age norms and the labor market: A life course perspective. Work, Aging and Retirement, 8(1), 1–5.

North, M. S., & Fiske, S. T. (2013). A prescriptive view of ageism. Psychological Bulletin, 139(5), 977–1003. https://doi.org/10.1037/a0033250

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