How to Handle Age Discrimination at Work

Key takeaways

• Recognize early warning signs of age discrimination, such as exclusion or age-based jokes, according to AARP Work/Jobs Senior Advisor Felicia Brown.
• Document inappropriate behavior and address ageist remarks immediately to establish a clear record.
• Escalate ongoing issues to HR, referencing detailed records, and use resources like AARP for support.

Summary

Age discrimination at work is a growing concern, especially as more workers stay active later in their careers. Navigating age discrimination in the workplace requires both awareness and action. AARP Work/Jobs Senior Advisor Felicia Brown recommends that experienced workers learn to recognize the early warning signs — including age-based jokes, exclusion from projects and pressure to retire — so they can address issues quickly and confidently.

Protecting yourself from workplace age discrimination starts with keeping detailed records of inappropriate behavior and speaking up when ageist remarks are made. If problems continue, escalate concerns to HR or management and reference your documentation. While laws protect against age discrimination, knowing your rights and resources, like those from AARP, empowers you to work in a fair and respectful environment.

The key takeaways and summary were created with the assistance of generative AI. An AARP editor reviewed and refined the content for accuracy and clarity.

Full Transcript:

[0:00:00] According to AARP research, 64% of workers over 50 have seen or faced age

[0:00:06] discrimination on the job.

[0:00:08] So if you’re an older worker, here are a few tips on how to handle age

discrimination at

[0:00:13] work. First, learn to spot the signs.

[0:00:18] Age discrimination happens when an employee is treated unfairly because of their

age.

[0:00:23] Here are a few common ways that age bias may show up at work: making age-

related jokes,

[0:00:30] including name-calling or spreading stereotypes, excluding older workers from

new projects or

[0:00:36] workplace social events, or pressuring older employees to retire solely because of

age.

[0:00:43] These can all negatively affect the physical and mental health of experienced

workers.

[0:00:48] That’s why it’s so important to recognize and address these issues as soon as

possible.

[0:00:55] Next, keep records.

[0:00:58] Log any and all instances of age discrimination, and include the names of those

who may have

[0:01:04] seen it. This information could be needed by the company

[0:01:08] or if you end up taking legal action.

[0:01:11] After that, address your coworker.

[0:01:14] If someone is making ageist comments to you, let them know immediately that

their comments are

[0:01:20] inappropriate.

[0:01:22] For example, simply saying, “That comment was uncalled for” will let them know

that you aren’t

[0:01:28] an easy target.

[0:01:30] If their ageist behavior doesn’t stop, it’s time to consider escalating your case to

management.

[0:01:36] If you’re encountering age discrimination in your office,

[0:01:39] you may need to involve your supervisor or the HR department.

[0:01:43] This is when your notes about the ageist incidents and those who witnessed them

can be

[0:01:48] helpful. Also, there are both federal and state

[0:01:51] protections, but each state has its own antidiscrimination laws,

[0:01:56] so be sure to check.

[0:01:58] Age discrimination is a serious issue that impacts millions of people.

[0:02:04] That’s why AARP is fighting to protect you in the workplace.

[0:02:09] To learn more about your rights and how AARP is helping older workers,

[0:02:13] visit AARP.org/work.