BURSTWhile DE&I efforts have successfully moved the dial when it comes to race and gender, the one form of bias that remains stubbornly entrenched in the American workplace is ageism.
That's according to new research by DateMyAge, a global platform for age-positive connections online.
Its survey of 1,000 adults aged 50 and over revealed that 73 percent feel as though they've been treated as if their best years are already over. And 62 percent feel written off professionally because of their age.
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The scale of the problem
This problem doesn't only extend to the over 50s, either.
According to MyPerfectResume’s Generational Attitudes in the Workplace survey, which polled 1,003 American workers over the age of 40, 99 percent of workers over the age of 40 reported ageism in the workplace.
Seventy-one percent say society underestimates them because of their age, with nearly a third experiencing this regularly, and 95% of respondents said age-related stereotypes have impacted their sense of belonging and inclusion in the workplace.
Additionally, 86% stated that older employees are targets for bullying, with 92% reporting feeling pressure to hide their age and downplay their experience to avoid negative perceptions.
And 88% said they have changed their behavior and language in order to fit in with younger employees.
These findings paint a picture of systematic undervaluation that extends far beyond isolated incidents.
In workplace terms, this means experienced employees are hesitating to contribute ideas, pursue leadership opportunities, or engage in the kind of risk-taking that drives innovation.
What the future looks like
The reality is that America's workforce is ageing rapidly. By 2030, all baby boomers will be over 65, yet many will continue working out of financial necessity or choice.
This demographic shift means that age discrimination isn't just an equity issue – it's an economic competitiveness issue. When experienced workers are pushed out, underutilized, or disengaged, everyone loses.
According to a recent Harvard Business Review article, Harnessing the Power of Age Diversity, not addressing generational issues in the workplace “is a missed opportunity”.
The article’s authors, Megan W. Gerhardt, Josephine Nachemson-Ekwall and Brandon Fogel, found that ageism directly impacts the ability of teams to succeed by bringing “together people with complementary abilities, skills, information, and networks”.
To back up this point, the article’s authors highlighted a project from the Open Sustainability Technology Lab at Michigan Technological University, which developed the first low-cost open-source metal 3D printer.
The team consisted of a wide range of ages, with each generational cohort bringing different skills and knowledge. And the success of the project – more efficient, quicker and cost-effective than initially thought possible – was ultimately linked to the fact that the team was multigenerational, and not just made up of Millennials and Gen Z workers.
But is there a way to address ageism on a practical level?
While the Age Discrimination in Employment Act has been in effect since 1967, proving age discrimination is notoriously difficult and varies state-by-state. In the District of Columbia, 18.8% of federal workplace discrimination complaints in 2022 involved age discrimination. Comparatively, 33.3% of claims centered around racial discrimination.
Age discrimination varies on a sector-by-sector basis also. Recent research from the U.S. Equal Opportunity Employment Commission found that the number of older workers in the tech sector is declining, with the number of workers over the age of 40 decreasing from 55.9% in 2014 to 52.1% in 2022.
"We’ve made huge strides in diversity and inclusion, yet age remains one of the last accepted biases," says Jaime Bronstein, LCSW, a therapist and resident expert at DateMyAge.
"Too many people in their 50s and 60s are still treated as if they're past their prime, when in reality there's no reason these decades can't be their most ambitious, creative, and fulfilling. Many people over 50 feel empowered by their life's accomplishments, and rightfully so."