【HR术语】什么是工作场所的年龄歧视？(What is ageism in the workplace?)
什么是工作场所的年龄歧视？
职场中的年龄歧视，又称年龄偏见，是指人们因年龄而歧视同事和其他专业人员。
老龄歧视的形式多种多样，既可能发生在工作场所的年轻人身上，也可能发生在老年人身上。
年龄歧视是建立在对与年龄有关的陈规定型观念的信念之上的，例如，年龄较大的专业人员工作效率较低，无法适应新技术，或者年轻的专业人员工作积极性较低。
对这些刻板印象的相信会对公司及其文化产生破坏性影响。
工作场所中的年龄歧视有哪些例子？
年龄歧视可能以不同的形式出现，既有微妙的，也有明显的。一些年龄偏见的例子包括
由于年龄原因，将专业人员排除在培训机会、加薪和晋升之外
只解雇年龄较大的专业人员
因为年龄而拒绝聘用合格的求职者
在招聘启事中使用不鼓励某些年龄组的人申请的语言
就某人的年龄开冒犯性的玩笑或发表冒犯性的言论
粗暴对待反对年龄歧视的专业人士（即所谓的 "伤害"）
因为某项任务涉及新技术，就认为老年人不具备处理该任务的技能
因为团队成员 "太年轻 "或 "太老"，而忽视他们参与具有挑战性的项目
因为专业人员的年龄而将他们排除在重要会议和决策之外，或将他们排除在工作聚会之外
鼓励专业人员退休
当年长或年轻的专业人员犯类似错误时，对他们的批评多于其他团队成员
为什么要将避免年龄歧视作为人力资源战略的一部分？
工作场所中任何形式的歧视都只会损害公司的成功和声誉。
年龄歧视也不例外。
一个提倡 DEI&B 并没有年龄歧视的工作场所不仅能赢得员工的青睐，还能提高员工留任率，降低离职成本。
研究表明，多元化和包容性的工作场所也会带来更大的收入增长。
通过制定避免老龄歧视的战略，您将确保您的工作场所更具生产力、参与性和创新性，并能做出更好的决策。
这是因为各代人之间的平衡性很好；这为您提供了广泛的视角和技能，为公司的长期成功奠定了基础。
如何防止职场中的年龄歧视？
要防止职场中的年龄歧视，您可以
查看你的 DEI&B 指标，全面评估你公司的情况。您可以使用 "DE&I 面板 "来检查人力资源数据，并确定哪些领域受到年龄偏见的影响（如果有的话）。
检查公司政策和做法，确保它们具有包容性。
制定反对年龄歧视的政策，明确规定团队成员在工作中应如何应对各种形式的年龄歧视。
为招聘经理和主管提供培训，防止在招聘中出现年龄偏见。
在招聘启事中避免使用与年龄相关的语言。
确保所有合格的专业人员都能平等地获得晋升、加薪和培训机会。
在工作聚会和团队建设会议上，让每个人都感到自己被接纳。
为老年专业人员创造灵活的工作安排。
鼓励代际辅导，打破陈规。这样可以让年长和年轻的团队成员相互学习，建立牢固的工作关系。
年龄歧视如何影响企业文化？
工作场所的年龄偏见会对公司文化产生负面影响。
专业人士不会感到公司关心他们，因此工作满意度、生产力和参与度都会降低。
年龄歧视也会造成士气低落、对公司忠诚度降低的怨恨氛围。在一个缺乏支持和包容性的环境中，人们不会愿意长久待下去，这意味着离职率会上升。
这会形成一个负反馈循环，因为年轻或年长专业人员的不断流失会阻碍工作效率，增加与年龄有关的刻板印象。
年龄歧视会造成一种抵制变革的停滞不前的工作环境。它限制了多元化思维，阻止公司迎接新的挑战和机遇。这意味着创新和创造力的减少，而创新和创造力对公司的长期成功至关重要。
以下为文章原文：
What is ageism in the workplace?
Ageism in the workplace, also known as age bias, is when people discriminate against their colleagues and other professionals because of their age.
Ageism takes various forms—it can happen to both younger and older people in the workplace.
Ageism is founded on a belief in age-related stereotypes, such as older professionals being less productive and unable to adapt to new technologies, or younger professionals being less motivated.
The belief in these kinds of stereotypes has a damaging effect on companies and their culture.
What are some examples of ageism in the workplace?
Ageism can appear in different forms, both subtle and obvious. Some age bias examples include:
Excluding professionals from training opportunities, raises, and promotions because of their age
Only firing older professionals
Refusing to hire qualified candidates for a job opening because of their age
Using language in job postings that discourages people from certain age groups from applying
Making offensive jokes and remarks about someone’s age
Treating professionals who speak up against ageism badly (known as victimization)
Assuming an older person doesn’t have the skills to handle a task because it involves new technology
Overlooking team members for challenging projects because they’re “too young” or “too old”
Leaving professionals out of important meetings and decisions or excluding them from work gatherings because of their age
Encouraging a professional to retire
Criticizing an older, or younger, professional more than other team members when they make similar mistakes
Why should avoiding ageism be part of your HR strategy?
Discrimination of any kind in the workplace can only harm the success and reputation of a company.
Ageism is no exception.
A workplace that promotes DEI&B and is free from ageism not only gains the favor of its people but also increases retention rates—reducing turnover costs.
Research shows that a diverse and inclusive workplace yields greater revenue growth too.
By creating a strategy to avoid ageism, you’ll ensure that your workplace is more productive, engaged, and innovative with better decision-making.
That’s because you’ll have a great balance between generations; this gives you a broad range of perspectives and skills that sets your company up for long-term success.
How can you prevent ageism in the workplace?
To prevent ageism in the workplace, you can:
Look at your DEI&B metrics to thoroughly assess your company’s situation. You can use a DE&I dashboard to examine HR data and identify which areas arebeing influenced by age bias, if any.
Examine company policies and practices to make sure that they’re inclusive.
Establish policies against ageism which clearly outline how team members should deal with its various forms at work.
Provide training for hiring managers and supervisors to prevent age bias in hiring.
Avoid age-related language in job postings.
Ensure that promotions, raises, and training opportunities are equally available to all qualified professionals.
Make everyone feel included at work gatherings and in team-building sessions.
Create flexible work arrangements for older professionals.
Break down stereotypes by encouraging intergenerational mentoring. This will allow older and younger team members to learn from each other and create strong working relationships.
How does ageism influence company culture?
Age bias in the workplace has a negative influence on company culture.
Professionals won’t feel that their company cares for them, so there’ll be less job satisfaction, productivity, and engagement.
Ageism creates an atmosphere of resentment with low morale and less company loyalty too. People won’t want to stay for long in an environment that isn’t supportive and inclusive, meaning turnover rates will increase.
This can create a negative feedback loop, since the constant loss of younger or older professionals will hinder productivity and increase age-related stereotypes.
Ageism creates a stagnant work environment that is resistant to change. It limits diverse thinking and stops a company from embracing new challenges and opportunities. That means less innovation and creativity, which are essential for the long-term success of a company.
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