"The Unspoken Truth About Ageism: The Repercussions for Everyone (Part 2 – The Impact)"

Last week, we talked about why ageism is the "unsexy" part of DEI—overlooked, underfunded, and ignored, even though it affects us all eventually. If you missed it, you can read last week’s newsletter [here].

This week, we will take a look at the repercussions of ageism and how it impacts individuals, organizations, society, and generations.

For Employees

Ageism hurts older workers by limiting their chances for career growth, financial security, and overall well-being.

·         Job Loss and Career Stagnation: Older workers are often passed over for promotions or laid off, replaced by younger, less experienced employees. Many are forced to take lower-paying jobs or leave the workforce entirely.

·         Financial Insecurity: Without steady jobs, older workers may have to use their retirement savings earlier than planned, increasing the risk of running out of money. Some may also need financial help from their children, adding stress to younger generations.

·         Emotional Toll: Constant rejection because of age can lead to feelings of loneliness, low self-esteem, and mental health issues like anxiety and depression.

For Employers

Ageism isn’t just harmful to employees. It’s also a missed opportunity for employers.

·         Loss of Knowledge: Older workers bring years of experience, skills, and mentoring abilities that younger workers don’t have. Discrimination costs organizations these valuable resources.

·         Higher Turnover Costs: Replacing experienced employees with less skilled workers means longer training times, lower productivity, and more frequent employee turnover.

·         Less Innovation: Teams with a mix of younger and older workers are often more creative, blending fresh ideas with experience. Ignoring age diversity means losing this advantage.

For the U.S. as a Whole

The effects of ageism ripple through society, creating challenges far beyond the workplace.

·         Economic Strain: When older workers are forced out, they rely more on Social Security, Medicare, and other government programs, putting pressure on already strained and underfunded resources.

·         Social Security Problems: Social Security is expected to face funding shortages in the coming decades. Without it, what safety net will be there for older workers who can’t find jobs?

·         Labor Shortages: Many industries need more workers. Leaving capable older employees out of the workforce only makes these shortages worse.

·         Missed Growth: Older workers contribute as consumers, mentors, and leaders. Ageism limits their involvement, slowing down innovation, economic growth, and increasing the need for public assistance.

The Bigger Picture

Ageism isn’t just a workplace issue, it’s a societal problem. Excluding older workers means losing their ideas, skills, and economic contributions. When employers miss out on diverse talent teams the economy suffers from wasted talent. If Social Security collapses and ageism continues, millions of older workers could be left without support.

Looking Ahead

Next week, we’ll dive into solutions—what can be done to combat ageism in the workplace and beyond. From strengthening laws and closing loopholes to fostering age-inclusive cultures, we’ll explore actionable steps for building a world where age is seen as an asset, not a barrier.

Sound Off

Share your thoughts in the comments!

Do you think the cost of turnover due to ageism outweighs the perceived benefit of hiring younger, less experienced workers? Why or why not?

How does the exclusion of older workers from the labor force impact economic growth and innovation?

How does ageism intersect with other forms of discrimination in the workplace, such as gender or race?

Contributing Gen X Nation Author: Sarah Blankenship

About the Author: Sarah Blankenship is Senior Recruiting & Talent Consultant, she is also the founder of the Gen X Nation community on LinkedIn. Contact Sarah for 1v1 career or business consultations, or to ask how you can contribute to the Gen X community.

Have something to say? Let us know! Send Sarah a DM and pitch your newsletter idea.

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