Age Discrimination: A Barrier to Business Sustainability

Experienced professionals bring a wealth of knowledge, the ability to navigate adversity, and problem-solving skills.

Gender discrimination is undoubtedly a crucial issue that has received its due attention these days. However, beyond this challenge, there are other forms of discrimination that persist silently, significantly impacting organizational culture and sustainability policies, including the social component of ESG (Environmental, Social, and Corporate Governance). Age discrimination is one such often overlooked yet equally harmful form that companies must acknowledge and urgently address.

The Age Stigma
One of the leading factors contributing to age discrimination is the ongoing technological evolution. Older individuals are often perceived with bias, considered unprepared or lacking the necessary skills to handle the latest technologies adopted by organizations. This stereotyped view creates unfair barriers for more experienced professionals.
Additionally, many companies believe that senior professionals bring with them ingrained work habits, while younger colleagues are more flexible in adapting to the organization's demands. This assumption can lead to the underutilization of experienced talent and an underestimation of their skills.

Youth Culture and Cost Prioritization
Many organizations take pride in promoting a youthful culture, believing it is synonymous with innovation and dynamism. This youth-centric culture can lead to a preference for hiring younger professionals over experienced ones, especially for senior roles. Hiring young professionals with 3-5 years of experience is seen as a more economical option since they fall within lower salary brackets.

A Superficial Approach to Age Discrimination
Some companies attempt to combat age discrimination by placing more experienced professionals in complementary roles. However, this approach does not confront the problem head-on and, in fact, perpetuates discrimination by limiting the development and growth opportunities for these professionals.

The Damages of Age Discrimination
It is essential to recognize that these biases harm organizations more than they benefit them. Studies, such as the one conducted by researcher Leanne Cutcher, Associate Professor at the University of Sydney's Business School, show that companies employing more experienced professionals are more likely to innovate. Experienced professionals bring a wealth of knowledge, experience in handling adversity, problem-solving skills, and enhanced emotional intelligence.

Fighting Age Discrimination
It is imperative that we combat this form of discrimination. Rather than focusing on professionals' age, we should assess their competencies and profile to understand the value they can bring to the organization. Many companies have established Diversity, Equity, and Inclusion (DEI) departments, but these initiatives do not always have the necessary impact.

What Needs to Change
It is a smart strategy to begin by implementing changes that are easy to execute and do not cause significant inconveniences to existing processes. Thus, the first step should always be something easy to apply. Implementing small changes in day-to-day processes will drive more substantial changes that are sustainable in the long run for the organization. Regarding People and Talent areas, measures to combat age discrimination can be as simple as omitting employees' birthdates from internal documents to avoid any age-related bias in decision-making processes. After all, what matters is the person's profile, not an artificial sum of a set of assumptions. Therefore, it is advisable for all assessment processes to consider the whole rather than focusing on specific criteria that may result in bias.
Additionally, it is also essential to examine the mindset underlying each organization's culture. Only by identifying and acknowledging patterns of discrimination, whether related to age, gender, or social background, can we develop strategies, plans, and processes to change mindsets and build better environments. Something to be observed is how processes of progression and salary package increases are decided. It is important to ensure that these are awarded based on meritocracy and employee performance, as well as to create an organizational culture of closeness, where everyone is encouraged to report any discriminatory situation they may experience or observe.

Ultimately, what matters is the value a professional can bring, regardless of their age. To achieve success and business sustainability, it is essential for organizations to promote a diverse and inclusive workplace that values experience and generational diversity. It is the mission of all companies to review their strategies and policies to eliminate age discrimination and promote the development of internal talent. A company must have the obligation to become truly resilient and innovative, and combating all forms of discrimination should be its mission to achieve this goal.

Published in ECO Trabalho, October 2023
Available here: https://eco.sapo.pt/opiniao/discriminacao-etaria-um-obstaculo-a-sustentabilidade-empresarial/