Is gen X the new baby boomer? Navigating mid-career ageism in the workplace

In today’s rapidly evolving world, a diverse and inter-generational workforce isn’t just an advantage; it’s a necessity. This diversity offers a wealth of potential for innovation and collaboration but it also presents challenges in fostering a truly inclusive environment. Addressing ageism, the discrimination or prejudice against individuals based on their age, in the workplace is critical for companies to foster inter-generational collaboration, thereby enhancing employee engagement and retention while driving innovation and competitiveness in today’s dynamic business landscape.

The narrative regarding age in the workplace has traditionally focused on retiring baby boomers being challenged by tech-savvy new hires. As the workforce evolves, so does the manifestation of ageism in the workforce. Today, older millennials (born between 1981 and 1991) and Gen-Xers (born between 1965 and 1980) find themselves caught in the middle, facing ageism from both sides of the generational spectrum. One of the primary challenges faced by this middle generation is the perception of being ‘too old’ for certain roles or promotions, coupled with the stereotype of being less adaptable to change. This stereotype overlooks their extensive professional experience and commitment to continuous learning. Moreover, the prevalence of youth-centric cultures in many workplaces exacerbates these biases.

This situation can translate to a lack of career advancement opportunities and salary stagnation for this middle generation, wherein their compensation fails to commensurate with their skills and contributions. Addressing these challenges presents companies with an opportunity to cultivate a diverse and dynamic workforce through inter-generational collaboration. Companies that promote and nurture empathy, understanding, and open communication unlock the unique strengths of each individual while embracing the power of diversity in a multigenerational workforce.

HR and Talent Acquisition professionals are uniquely positioned to lead the way in addressing age-related issues in the workplace. They can be the architects of more inclusive and empathetic hiring practices, thereby creating a more inclusive and empathetic work environment. For example, the tech industry, in particular, can be quick to dismiss older workers deemed as ‘out of touch’ with the latest trends – a decision that perpetuates bias and ignores the potential to build a workforce rich in experience. These professionals can actively work to dismantle stereotypes and bridge any gaps between generations.

The consequences of ageism in the workplace extend far beyond the individual. It can have a ripple effect on the rest of the company as aging workers feel disheartened and less valued. Here are several suggestions for leaders to consider with the objective of encouraging inter-generational collaboration through recruitment and managerial practices.

1. Hire based on skills: During the recruitment process, it is important for companies to focus not on the age of a candidate but rather on the skills, experience, and cultural fit that the individual would bring to the organization. Having a well-rounded workforce and actively recruiting from a diverse pool of candidates can assist in bringing different viewpoints and perspectives to the team. By focusing on skills, companies can uncover experienced professionals from different generations who possess the exact skillset needed to excel in the role. Additionally, this shift of focus from age to skills and experience can ensure a fair evaluation and process based on qualifications.

2. Break down stereotypes: Creating opportunities for employees across different generations allows for deeper organizational collaboration. Some examples include cross-functional project teams and even informal networking events which can help to break down and remove stereotypes and foster a culture of mutual respect and understanding. The more individuals from different generations interact with each other, the better they will understand each other’s perspectives and the different kinds of challenges each has faced.

3. Embrace every generation: Today’s workforce thrives on diversity, and age is no exception. Having a company culture that cultivates an all-inclusive workplace means accepting and embracing each generation’s strengths and viewpoints, which would eventually contribute towards a healthy and efficient working environment. Seasoned employees can share institutional knowledge and leadership skills, while younger generations can harness their ‘tech-savvy’ to drive innovation. Fostering an environment that promotes open and honest communication across different generations will help to ensure every employee’s voice is heard while feeling valued and respected.

4. Provide mentorship opportunities: Meaningful one-on-one relationships can build intergenerational awareness and break down misperceptions. Traditional mentoring programs often focus on a senior employee guiding a junior one. However, two-way mentoring flips that script. The concept of two-way, mutual mentoring expands the benefits of traditional, one-way mentoring relationships, by allowing insights and tips to be shared in both directions. When managed well, these relationships can open minds and communication channels and help build an inclusive workforce.

5. Offer leadership development programs: Older millennials and Gen Xers can often face a frustrating reality of a stalled career. Employers can invest in leadership development programs that cater to experienced professionals, skills and prepare them for more senior positions within the company.

6. Manage talent equitably: Advocate for and practice fair performance evaluations and advancement opportunities, irrespective of age. Recognizing and rewarding employees based on their contributions rather than their age or tenure reinforces a culture of meritocracy and encourages professional growth for all.

7. Build a strong employer brand: Employers can combat ageism through the environment they’re building from the start of the recruitment process. This includes showcasing age-inclusive culture on the company’s external platforms like websites or social media. Featuring millennials or Gen Xers in interviews or testimonials can also highlight how they thrive in the company. Most importantly, providing them with a workplace that supports their preferences, like flexible work arrangements or different communication styles, will show commitment to age-inclusivity.

Related: Is Gen Z more traditional than we think/?

Ageism in the workplace is a complex issue and one that many leaders are challenged with today. The most powerful and productive stance a company’s leadership can take to foster inter-generational collaboration is to model and ensure acknowledgment, understanding, and appreciation for the value each generation brings. The issue is not simply a question of fairness but also about harnessing the full potential of the workforce with inter-generational knowledge and experience. Breaking down and overcoming ageism in the workplace empowers all generations to be more successful, more connected, and ultimately, more human.

Kristie Dang, Director of HR Consulting, OneDigital West Region

Melissa Grabiner, Sr Talent Acquisition Leader, OneDigital West Region