Ageism is a type of discrimination based on age and can affect everyone both young and old. If organizations fail to address ageism in the workplace it can have a negative impact at the individual and systemic level. Here are some things you can do to spot and stop ageism in your own workplace.

When it comes to diversity, equity, and inclusion, the discussion cannot focus solely on race and gender. DEI must take an intersectional approach, meaning they acknowledge and work to combat the multiple systems of oppression that exist.

Spotting ageism in the workplace is just the first step. To stop ageism, we need to take proactive steps…

This microlearning and discussion guide explores the concept of ageism, shares examples and discusses actions we can take to mitigate our biases toward ageism.

For the first time ever, we have five generations in the workplace at the same time, says entrepreneur Chip Conley. What would happen if we got intentional about how we all work together? In this accessible talk, Conley shows how age diversity makes companies stronger and calls for different generations to mentor each other at work, with wisdom flowing from old to young and young to old alike.

Training Tools:

This toolkit contains factoids, a game, and dos and dont’s that can be shared with employees in your organization to enable them to better understand the different generations in the workplace.

For organizations seeking to create inclusive work cultures that value the unique knowledge, perspectives and viewpoints of all generations, deep knowledge and understanding of the generations is key. As with any dimension of diversity, a one-size-fits-all mentality is seldom effective.

It has been well over a decade now that organizations have been talking about and planning for the fact that the workforce is comprised of four generations. This has incredible workplace implications as generations defined by a different set values, communication styles and views on work try to create one fulfilling and productive work environment. 

Our entire business is built on the concept that diversity leads to competitive advantage. This is true of all dimensions of diversity including generational diversity. Each generation brings to the workforce a different set of strengths and ideas.

Talent management and diversity practitioners are dedicating more of their energy to the challenges associated with a multigenerational workforce. Norms that define each generation result in communication problems, perceptions regarding work ethic, varying demands for feedback, and general culture clash. This article provides an overview of some generational norms and the associated challenges and how to best manage your workforce.