Ageism (also spelled “agism“) is stereotyping of and discrimination against individuals or groups on the basis of their age.
Butler defined “ageism” as a combination of three connected elements. Among them were prejudicial attitudes towards older people, old age, and the aging process;
Age discrimination in employment can include:
advertising for someone to join a ‘dynamic, young team’
not interviewing someone because they are too young or too old to ‘fit in’ with other staff
not employing younger workers because it’s assumed that they’ll quickly move on to another job
not employing mature workers because it’s assumed that they’ll soon retire
not providing training opportunities for young or mature workers because ‘it’s not worth it’
making choices around redundancy, or forcing someone to retire, because of their age
Employer Duty to avoid Ageism
An employer has a duty to take reasonable measures to prevent discrimination from happening, rather than just respond to complaints that arise. This is called a ‘positive duty’. It means that an employer needs to take proactive steps to eliminate discrimination. For example this could mean scanning their environment and considering if recruitment and employment policies and processes unreasonably bar people of certain age groups from being employed or continuing to work. An employer should put in place changes required to address this.
Source Forbes & Wiki