- Backlash from society
Thanks to social media, any manifestation of discrimination instantly becomes public property and causes a wave of indignation. - Companies caught engaging in ageism risk losing the loyalty of customers and partners, as happened to IBM. In 2018, it was revealed that IBM had fired more than 20,000 employees over 40, replacing them with younger professionals. Internal documents showed that
- the company wanted to make its image more “energetic,” and older employees were called “dinosaurs . ”The consequences: lawsuits from former employees, a strong blow to How Ageism Damages Business the reputation, especially among corporate clients, and the
- perception of IBM as a company that does not value the experience and loyalty of its employees.
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Lawsuits and finesHow Ageism Damages Business
Age discrimination is illegal in some countries. Lawsuits from employees can result in large fines and negative headlines. In 2019,
- Google had to pay $11 million after a class action lawsuit from job seekers who were rejected because of their age. This forced the company to rethink its HR processes.
- Loss of talented employees
Experienced professionals who feel discriminated against move to organizations with more loyal policies. In addition, there is a high - probability that they will not leave without saying a word, but will take everything to the masses. As a result, the business loses not only professionals who are able to pass on knowledge to the younger generation, but also its HR reputation. According to the results
- of a study by Markway and Anketolog, 4 out of 5 respondents central african republic business email list are ready to refuse to work for a company with a bad reputation.
Internal climate in the companyHow Ageism Damages Business
Everything is simple here: if employees see that their colleagues are discriminated against based on age, this reduces motivation and loyalty, worsening the overall working atmosphere.
As a result, a business with such an approach not only loses maximum control and resources talented employees, but also risks facing serious reputational and financial consequences. Today, the values of inclusivity and equal opportunities are becoming key to a company’s image, along with ESG principles and corporate culture.
“Too young” or “too old” – time to change your thinking
How a brand can avoid falling into the ageism trap:
- Review HR policies.
Companies should implement inclusive practices and evaluate employees based on competencies, not age. - Train managers.
HR departments and managers should undergo training on combating ageism and understanding the risks associated with discrimination. - Adjust your communications.
It is important to avoid stereotypical wording in job postings lithuania phone number and corporate communications. Phrases like “we are looking for a young and energetic team” can cause a scandal. - React quickly to accusations.
If a company is faced with accusations of ageism, it is necessary to promptly admit mistakes and make changes. More details on how to work with an anti-crisis strategy are described here.
What applicants should do:
How to minimize age barriers, successfully pass interviews and feel confident when looking for a job? HR Markway Anastasia Badurina shared key tips: