Ageism

Ageism, meaning any form of discrimination or prejudice motivated by age, is a topic increasingly discussed in the context of challenges faced by HR departments. It's important to understand exactly what this term means and what the most common manifestations of age discrimination are. This knowledge can help implement changes to combat ageism in the workplace.

What is ageism?

By definition, ageism (pronounced /eɪdʒɪzəm/) refers to any form of discrimination or prejudice based on age. It involves treating any person unfairly or inappropriately based on their date of birth or their belonging to a specific age group or generation.

Who is affected by age discrimination?

Ageism is commonly associated with discrimination against older people, but it's important to remember that ageism can also manifest against various age groups.

While ageism in its most extreme form considers older people a burden on society, it is not always limited to such stark manifestations. Even the belief that they have lived their lives and should only rest and not engage in social life leads to their isolation and a feeling of loss of respect.

Crucially, it's not only older people who face ageism. Marginalisation based on age can work both ways. Prejudice motivated by age also includes considering younger employees irresponsible or reckless. If such an attitude translates into specific actions, it can hinder their development, undermine self-esteem, or lead to neglecting their needs.

What are the types of ageism?

Different types of ageism classify this phenomenon according to its various manifestations and nuances. Thus, we can talk about forms such as:

1. Positive and negative ageism – depending on the valuation of a given age (idealising it or demonising it).
2. Benevolent and malicious ageism – depending on the motives and form in which it manifests.
3. Direct and indirect ageism – depending on whether discrimination directly affects a person due to their age, or if seemingly neutral practices disproportionately affect them without justification.
4. Conscious and unconscious ageism – depending on whether discriminatory practices are deliberate and intentional, dependent on awareness.
5. Individual and institutional ageism – depending on whether they occur individually or are embedded in the operating methods of a given organisation, institution, or system.

What does ageism look like in the job market?

A systemic manifestation of ageism in the workplace is HR policies that exclude individuals of a certain age as unsuitable for employment – regardless of their qualifications and the experience required for a given position. The influence of stereotypes affects both younger people (the notorious 2 years of experience even in job offers where it's not needed) and older people, who, solely based on their birth year, are often considered less dynamic or less technologically savvy.

Another problem is the lack of satisfactory efforts at governmental and local government levels to integrate older workers into the job market. Sometimes, training programmes or campaigns promoting a positive image of older workers in the workplace are themselves based on stereotypes.

Examples of ageism related to work include:

• basic computer literacy courses, which are not necessarily adapted to job offers and are based on the harmful assumption that seniors have never encountered technology
• the belief that young people are less loyal than older people,
• offering worse working hours or weekend/holiday shifts to very young people or those who have already 'raised their children',
• for younger individuals, systemic ageism can be associated with temporary contracts, lower wages, and fewer benefit packages, which hinders financial stability and harmonious development of professional and private life,
• the assumption that older people are less physically capable or that their intellectual abilities or capacity for learning diminish with age,
• including information in job advertisements about promoting young employees,
• refusing training for employees because they are too close to retirement.

What can be the manifestations of ageism in a company?

The most common manifestation of ageism in a company is HR policy based on unconscious age-related assumptions. These can concern a range of HR aspects:

1. Recruitment – when the candidate's age is a deciding factor in the recruitment process, favouring candidates with equal experience and competencies.
2. Remuneration system – when the growth dynamics of salaries for employees in the same positions differ depending on age.
3. Promotions – if individuals of a specific age are promoted to higher positions, downplaying or excluding other factors.

In daily work, ageism can also manifest in minor aspects. Age discrimination is not limited to inappropriate remarks or stereotypical comments based solely on birth year. It also includes assigning less attractive and more laborious tasks based on lower or higher standards, rather than skills. Another manifestation of ageism is the expectation that employees will work harder than other employees because they are younger.

Ageism in the workplace in Poland

Research by the Polish Economic Institute investigated the occurrence of ageism in the Polish labour market. The results are not good. The study showed the existence of discrimination in the treatment of older people in Poland. This is particularly evident when an older person tries to find a job. Younger candidates are invited for job interviews up to 4 times more often than people over 50.

According to the Talent Trends 2024 report, as many as 44% of employees have experienced discrimination due to their age.

How to combat ageism in your company?

The basis for counteracting ageism in an organisation is monitoring HR policy from this perspective. In many cases, a revision of existing assumptions will be indispensable, taking into account the issue of age discrimination. Establishing clear rules for recruitment, remuneration, training, promotions, and other HR aspects helps in this regard. Creating a space for intergenerational dialogue where employees can exchange their experiences and knowledge regardless of their birth date is also good practice.

Combating ageism in employee mentality

Changes must also concern awareness. Anti-discrimination training programmes or workshops can be helpful, increasing employee awareness of ageism and its negative effects. These should be available to everyone, so as not to focus solely on one age group. The problem will be eliminated if employees are accepted and valued equally, regardless of their life perspective and professional experience.

Does an employer using ageism risk punishment?

Labour law prohibits discrimination based on age (in Article 113 and Article 183a § 1 of the Labour Code). In theory, therefore, an employer who fails to hire a candidate simply because they are too young or too old faces a penalty of up to PLN 3,000 (as of 2025). In practice, however, such situations are difficult to prove.

Regardless of whether a company may be penalised for marginalising employees of different ages, it's worth remembering that fighting ageism not only promotes fairness but also demonstrates care for employees and positive employer branding.