Retiring at an ideal age is becoming increasingly difficult, so addressing ageism in the workplace is more important than ever. 

I used to work in human resources at an accounting firm, where the staff varied in ages and experience. One of the most interesting and helpful books I read during the time was about how to manage a workforce of diverse generations. 

The older, more experienced staff struggled to relate to their younger colleagues’ work ethic, while the younger employees often felt their efforts were overly criticized. It was a battle getting one generation to understand the other.

Are you experiencing ageism at work? Federal and Colorado laws prohibit employment discrimination against individuals over 40, protecting applicants and employees in both the public and private sectors. If you suspect age discrimination, here are some strategies to protect yourself for the remainder of your career.

Know your rights. 

Review the most current version of your employee handbook. Discrimination of any kind should not be tolerated. Company policies and local laws must be outlined in the employee handbook, which is a legal document. If you experience age discrimination, discuss your concerns with your manager or HR department. 

Show respect. 

Ageism can go both ways. While it’s unacceptable for a colleague to dismiss you as a “Boomer,” it’s equally important to avoid making assumptions about younger employees. If workplace culture feels toxic, address concerns directly with the individual or seek support from someone who can help foster change. 

Document everything. 

The number one rule in human resources: document, document, document. If you’re experiencing harassment or age discrimination at work, keep a written record of dates, remarks and individuals involved. Hold onto the information to present to a manager or human resources if the situation escalates. 

Review performance evaluations. 

Does your recent performance evaluation discuss age as a reason for a poor score? If so, ask your manager for clarification. Take note of any other ageist remarks during the discussion.

Just because volunteers aren’t part of the paid staff, doesn’t mean they should be treated any differently. In 2024, the U.S. Bureau of Labor Statistics reported that individuals 65 and older had the highest rates of volunteering—7.8% of women and 6.4% of men volunteered daily. Company anti-discrimination policies should apply to the entire workforce, including volunteers.

Why should employers embrace an “ageless” workforce? By bringing together a staff of varied ages with different perspectives, companies report increased creativity, problem-solving and morale. It also strengthens their reputation as a desirable workplace for job seekers of all ages.

Aging workers can also help address the ongoing talent shortage. Retaining skilled employees has become a serious issue nationwide, especially post-pandemic as people discovered they wanted better work-life balance. By casting a wider net into the candidate pool to include experienced professionals who want to continue working, employers tap into a wealth of stability and expertise. 

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