While diversity and inclusion initiatives have made significant progress regarding race and gender in the workplace, ageism remains a pervasive issue in American jobs.
This insight comes from new research by datemyage, a global platform focused on fostering age-positive connections.
A survey of 1,000 individuals aged 50 and older revealed that 73% believe their peak years are behind them, while 62% feel that their age has caused them to be undervalued in their professional lives.
Employment Opportunities
- Great Lakes Policy Fellow, Washington National Park Conservation Association
- Police Crime Analyst, Danville, Virginia
- Senior National Relations Specialist – Government, American Honda Motor Co., Washington
- Fleet Business Relations – Government Key Account Manager, Stellantis, Auburn Hills
- Manager/Senior Manager, Government Issues, Washington Association of Rare Disease Companies
Understanding the Scope of Ageism
Ageism isn’t limited to those in their 50s and older, though.
A separate survey conducted by myperfectresume involving 1,003 American workers over 40 found a staggering 99% reported experiencing ageism at work.
Seventy-one percent expressed that society tends to underestimate them due to their age, with nearly one-third saying they encounter this regularly. Furthermore, 95% indicated that age-based stereotypes impacted their sense of belonging at work.
Moreover, 86% of older workers reported being targets of bullying, while 92% felt pressure to conceal their age and downplay their experience to avoid negative judgments.
Interestingly, 88% admitted to altering their behavior or language to align better with younger colleagues.
This paints a broader picture of a systematic underestimation rather than mere isolated incidents. Such a workplace culture makes experienced employees hesitant to share ideas, pursue leadership roles, or take risks—all vital for innovation.
The Future Landscape
It’s important to note that the American workforce is aging rapidly. By 2030, every baby boomer will be over 65, yet many continue to work, either by necessity or choice.
This shift in demographics indicates that age discrimination isn’t just a social concern; it affects economic competitiveness as well. When talented, experienced workers are pushed aside, the impact extends to everyone.
A recent article in the Harvard Business Review discusses how not harnessing the potential of age diversity is “a missed opportunity” that fails to address generational dynamics at work.
According to authors Megan W. Gerhardt, Josephine Natchemson Eckwall, and Brandon Vogel, neglecting to make use of individuals with diverse skills and perspectives can significantly hinder a team’s success.
They reference a project from the Open Sustainability Technology Lab at the University of Michigan, which created a low-cost, open-source metal 3D printer. The diverse age range of the team contributed to the project’s efficiency and cost-effectiveness, proving that collaboration across generations can lead to tremendous outcomes.
So, is there a practical way to tackle ageism?
On one hand, the Age Discrimination in Employment Act has been in place since 1967, yet proving age-related discrimination remains a challenge, varying significantly from state to state. In Washington, D.C., 18.8% of federal workplace discrimination complaints in 2022 involved age discrimination, compared to 33.3% related to race.
The issue also varies across sectors. Recent findings indicate a decrease in older workers within the high-tech industry, dropping from 55.9% in 2014 to 52.1% in 2022.
Jaime Bronstein, a therapist with Datemyage, points out, “While we’ve made great strides in diversity and inclusion, age remains one of the last openly accepted biases.” She continues, “Many individuals in their 50s and 60s are treated as though they’ve already peaked, yet there’s no reason those decades can’t be some of the most ambitious and fulfilling of their lives.”
