For some reason, there seems to be a widespread idea that the older you are, the less capable you are of being professionally successful.
The reality is, of course, often the opposite. With age comes experience and wisdom, so many people in their 40s, 50s, 60s and beyond not only have a ton of skills, but a lot of general know-how thanks to decades of dealing with similar things already under their belt. Sadly, ageism doesn’t seem to adhere to any kind of logic, and there’s nothing more frustrated than being treated like you know nothing and can do nothing while at work. When you feel like you’re judged more on how many birthdays you’ve had than how good of a job you do, here’ show to handle it.
1. Recognise subtle signs of ageism.
Ageism isn’t always obvious; it can show up as offhand comments, exclusion from key meetings, or assumptions about your ability to adapt. Recognising these subtle forms of bias is crucial because they often go unnoticed but can still undermine your confidence and career trajectory. Keeping a mental note or documentation of these instances helps you see patterns. Plus, having that awareness allows you to address the issue strategically, whether through direct conversations or discussions with management, while maintaining professionalism.
2. Focus on adaptability, not just experience.
While your experience is invaluable, emphasising your ability to adapt to new challenges and technologies is equally important. For example, during team discussions, share how you’ve embraced recent tools or systems, showing that you’re open to change and innovation. Being proactive often counters stereotypes about older employees being resistant to change. Highlighting your willingness to learn disproves misconceptions and positions you as an asset who continues to grow alongside evolving industry demands.
3. Build intergenerational relationships.
Developing strong connections with colleagues of all ages creates a culture of mutual respect. Engaging in casual conversations, offering mentorship, or collaborating on projects shows that you value diverse perspectives and thrive in a team setting. These relationships also create opportunities to challenge biases indirectly. When colleagues witness your contributions first-hand, age-related assumptions often diminish, allowing your skills and character to shine through instead.
4. Keep your skills sharp and visible.
One of the most effective ways to combat ageism is to stay current with your skills. Whether it’s enrolling in online courses, attending industry events, or seeking certifications, actively demonstrating your growth mindset helps challenge outdated perceptions. Additionally, share your achievements and new skills with your team. For instance, during meetings, mention recent projects or courses you’ve completed. It keeps your expertise visible and reinforces that your knowledge remains relevant and valuable.
5. Reframe conversations around age.
If age becomes a focus in conversations, steer the dialogue toward your unique strengths instead. For instance, if someone comments on your tenure, you might say, “I’ve had the opportunity to learn so much over the years, and I’m excited to bring that to this project.” Such subtle reframing redirects the conversation to your capabilities and contributions rather than your age. It reminds everyone around you that your expertise is an asset, challenging biases without confrontation.
6. Advocate for inclusive policies.
Encouraging your organisation to adopt and enforce inclusive practices helps create a workplace culture that values employees of all ages. That might include proposing mentorship programmes, advocating for age diversity training, or highlighting the benefits of intergenerational collaboration. Being an active participant in promoting inclusivity positions you as a leader in creating a fairer workplace. It also ensures that ageism becomes a recognised issue, paving the way for systemic change that benefits everyone.
7. Ask for feedback and use it constructively.
Requesting feedback from colleagues or managers shows that you’re invested in your professional development. Instead of waiting for annual reviews, ask questions like, “How can I improve in this area?” or, “What skills do you think would help me contribute more effectively?” Constructive feedback allows you to identify growth areas and address potential concerns proactively. It also demonstrates your commitment to improvement, which helps dispel any biases about complacency or stagnation.
8. Call out discriminatory behaviour tactfully.
When you encounter ageist comments or actions, addressing them calmly can set boundaries and challenge harmful assumptions. For example, if someone jokes about older employees being out of touch, you might respond with, “Actually, I’ve been learning a lot about the latest trends in our field — it’s been fascinating.” Going about things in this way corrects misconceptions without escalating tension. It also makes it clear that ageist behaviour won’t be tolerated, encouraging a more respectful workplace dynamic moving forward.
9. Solidify your self-worth.
Believing in your value is a must when dealing with ageism. Reflecting on your achievements, skills, and the unique perspective you bring to the table can help combat feelings of inadequacy that biases might create. Confidence is contagious — when you present yourself with assurance, other people are more likely to recognise your contributions. Regularly reminding yourself of your worth ensures that external biases don’t shake your self-esteem or professional momentum.
10. Build alliances with supportive colleagues.
Having allies at work provides a sense of community and strength when addressing challenges like ageism. These could be colleagues who respect your contributions, managers who value inclusivity, or even workplace affinity groups for diverse employees. Allies can offer encouragement, share advice, or advocate on your behalf during meetings or discussions. Building these connections ensures you have a support system to lean on while working toward a more equitable environment.
11. Leverage your experience as a mentor.
Offering mentorship to less experienced colleagues is a powerful way to demonstrate your value. Sharing insights, providing guidance, or simply being a sounding board shows that your experience is a resource for people to learn from. Mentoring reinforces your role within the team and helps dismantle stereotypes about older employees. It creates a collaborative dynamic where your expertise is both recognised and appreciated across generations.
12. Consider broader career opportunities.
If ageism persists despite your efforts, it may be worth exploring opportunities at organisations with more inclusive cultures. Companies that actively embrace diversity often provide better environments for growth and recognition, allowing you to thrive without battling constant bias. Transitioning to a new role isn’t about giving up; it’s about prioritising your well-being and career satisfaction. A supportive workplace can reinvigorate your confidence and allow you to focus on contributing meaningfully without distractions from discriminatory behaviour.
