Age discrimination in Indian workplaces often does not get the coverage it deserves. At Changeincontent, we advocate for topics that really matter. This comprehensive report attempts to bring your attention to how ageism is impacting India Inc. The inputs are taken from the Randstad Report and contain our views. Our sample size is 20 respondents, with equal representation from the heads of the Sales, HR, Marketing, and Finance functions.
According to the available data, 92% of Indian companies fail to integrate age into their inclusion strategies. It leaves a significant portion of the workforce vulnerable to age discrimination, which is alarming considering the rapidly changing demographics of the Indian workforce. A recent study supported by some conversations by Randstad reveals the glaring omission in DEI initiatives and the forgotten factor—age.
The impact of not discussing DEI
This oversight has severe consequences for employees across various age groups. It limits their potential, marginalises their contributions, and affects their overall well-being.
Age discrimination in Indian workplaces: Understanding the age-wise impact
The plight of younger employees (18-24)
Younger employees face significant challenges, including:
- Lack of trust in their skills and capabilities
- The burden of meeting unrealistic expectations from seniors while being true to themselves
- Covert and overt ageism, including deceptive job descriptions and comments on age, ability, and appearance
- Being treated as the “other,” with a lack of credit for work, menial tasks, and undervaluation
Mid-career professionals (25-34)
As employees enter their mid-career phase, they encounter:
- Overt ageism, though less frequent than for younger employees
- Intersection of gender, with fear of gender role expectations outside work, influencing work
- Lack of trust in decision-making autonomy
- Manipulation of appearance and personality to be taken more seriously
- Confusion during hiring processes, with questions about age, personal life, and experience
Established professionals (35-44)
Employees in this age group face:
- Resistance to working with other age groups, feeling “sandwiched” between younger and older generations
- A mismatch between chronological age expectations and societal expectations at work
- Intersection of career switches, gender, age, and caregiving responsibilities
Older employees (45-54 and 55+)
Older employees encounter:
- Visible and felt ageism, with repercussions on job opportunities and retention
- Covert and overt ageism, including age barriers in job descriptions and interviews
- Lack of opportunities, being seen as over-qualified and over-experienced
- Preference for younger employees during hiring and development processes
Age discrimination in Indian workplaces: Breaking down age-related biases
To address ageism, Indian companies must adopt a comprehensive approach that integrates age into their inclusion strategies. It includes:
- Conducting age audits to assess workforce demographics and identify potential areas of age discrimination.
- Developing age-inclusive policies that promote diversity, equity, and inclusion.
- Providing training and education to raise awareness about age-related biases and promote inclusive behaviours.
- Fostering intergenerational collaboration to promote knowledge sharing, mentorship, and mutual understanding.
- Monitoring and evaluating progress to identify areas for improvement and ensure accountability.
Experiences of ageism across sectors in India Inc.
Ageism appears differently across various sectors in India Inc., influenced by the nature of work, individual roles, and situational context. While traditional sectoral differences, such as skewed representation of specific age groups or genders, are disappearing, age-related biases persist. The media, e-commerce, advertising, and IT sectors tend to favour younger employees, perceiving them as innovative. In contrast, the manufacturing, BFSI, education, healthcare, and construction sectors value older employees for their experience.
This sector-wise preference can lead to several inherent and invisible biases.
Across sectors, two common themes emerge:
- Scepticism about younger employees’ decision-making capabilities despite their competence and merit.
- Doubts about older employees’ ability to adapt to new technologies and changing work environments.
These biases highlight the need for organisations to recognise and address ageism, fostering inclusive workplaces that value diversity and promote equal opportunities for all employees, regardless of age or sector.
The consequences of age discrimination in Indian workplaces
Compensation and ageism: A troubling trend
Ageism in India Inc. also manifests in unfair compensation practices. Younger employees, in particular, feel that they are unfairly compensated due to their age, regardless of their role or work. According to the study, 35% of employees below 25 years old and 25% of those in the 25-34 age group felt that they were not fairly compensated due to their age. This perception of unfair compensation decreases with age, with only 10% of employees in the 55+ age group reporting feeling unfairly compensated. Interestingly, some participants in the IT sector noted that younger employees were being paid more than older employees, highlighting the complexity of ageism in compensation practices. These findings underscore the need for organisations to examine their compensation policies and ensure that they are fair, equitable, and free from age bias.
Deep-rooted issues: The intersection of gender and ageism
The experience of ageism varies slightly between men and women. The study shows that 42% of women report instances of ageism compared to 37% of men. However, this disparity is not statistically significant, as our conversations with various HR leaders discussions revealed a more significant and complex interplay between gender and age.
A changeincontent.com sample shows that women in sales, customer-facing roles, and sectors like media, advertising, hospitality, travel and aviation, insurance, and financial investment sectors see a high percentage of women, in particular, face unique challenges as they grow older. It is not applicable in the CXO category, as it is primarily experienced in front-facing roles and up to mid-management levels.
When the role assumes the apparent prerequisites of a woman being considered are femininity and attractiveness, the intersection of gender, education, income, and age can lead to compounded biases, making it more difficult for women to advance in their careers or secure promotions. The bias is that women lose their womanly qualities after they reach a certain age. Therefore, a 35-plus woman is written off from those jobs. The businesses inherently believe that the customers are male, and to cater to them, the women need to be pretty, young, and attractive. In this case, ageism works both ways. An older woman does not get a job, and a younger woman is recruited for reasons other than skills.
It highlights the need for organisations to move beyond the assumed qualities that come with femininity and age as a limiting factor.
Sexual orientation and ageism
A striking correlation emerges when examining the intersection of sexual orientation and ageism. A significant 54% of individuals who identify as non-heterosexual (LGBTQ+) reported experiencing ageism, highlighting a disturbing trend.
In contrast, those who identified as heterosexual tended to find working with other age groups less challenging. Moreover, they were less likely to cite ageism as a reason for leaving their jobs. This disparity suggests that LGBTQ+ individuals may face unique challenges related to ageism, which can impact their job satisfaction, retention, and overall well-being.
These findings emphasise the need for organisations to create inclusive environments that address the intersectional challenges faced by LGBTQ+ individuals. By promoting diversity, equity, and inclusion, companies can foster a culture of respect, empathy, and understanding, ultimately leading to a more supportive and productive workplace.
Disability and ageism: A compounding challenge
A significant 57% of individuals with disabilities reported experiencing ageism, mainly when it came to promotions. This alarming statistic highlights the compounding challenges faced by individuals with disabilities as they navigate the workplace.
The intersection of ageism and ableism can have devastating consequences. Individuals with disabilities often face exaggerated stereotypes, which can lead to biases in hiring, promotion, and retention decisions. As people with disabilities age, these biases can exacerbate the impact on their health and well-being.
The findings emphasise the urgent need for organisations to address the intersectional challenges faced by individuals with disabilities. By promoting inclusive hiring practices, providing accessible workplaces, and fostering a culture of empathy and understanding, companies can help mitigate the compounding effects of ageism and ableism.
Education and authenticity in the workplace
A significant correlation emerges when examining the relationship between education level and the ability to be one’s authentic self in the workplace. A remarkable 82% of individuals holding a graduation degree reported feeling comfortable being their authentic selves at work, compared to 60% of non-graduates.
This disparity suggests that education level may play a role in an individual’s sense of security and confidence in the workplace. Those with higher education levels may feel more empowered to express themselves authentically without fear of judgment or repercussions.
However, this finding also raises important questions about the experiences of non-graduates in the workplace. What barriers may be preventing them from feeling comfortable being their authentic selves? How can organisations create a more inclusive environment that values diversity in all its forms, including education level?
By exploring these questions and addressing the underlying issues, companies can foster a culture of authenticity, inclusivity, and empathy, which will ultimately increase employee satisfaction, productivity, and well-being.
Age discrimination in Indian workplaces: The far-reaching consequences of ageism
Ageism can have devastating consequences on an individual’s emotional, psychological, and financial well-being. The emotional impact of ageism can be overwhelming, leading to feelings of:
- Anxiety
- Worthlessness
- Hurt
- Invalidation
- Anger
- Insult
- Sadness
- Surprise
These emotions can have long-term effects on a person’s mental processes, behaviours, and overall well-being.
Psychological consequences
Ageism can also have significant psychological implications, including:
- Loss of confidence
- Loss of motivation
- Loss of interest
- Low self-esteem
- Fear of pursuing dreams
- Loss of control
Financial consequences
The financial implications of ageism can be severe, including:
- Loss of or limited income
- Loss of promotions and growth
- Financial insecurity
Sense of belonging and authenticity at work
Younger employees often struggle to feel a sense of belonging in the workplace. Compared to their older counterparts, younger groups tend to feel less connected to their work environment and less able to be their authentic selves. This disparity can have far-reaching consequences, influencing not only employees’ productivity and job satisfaction but also their physical and mental health.
The impact of ageism on authenticity
A staggering 20% of employees who experienced ageism reported feeling unable to be their authentic selves at work, compared to just 7% of those who had not encountered ageism. This disparity highlights the corrosive effect of ageism on workplace culture and employee well-being.
The devastating consequences of ageism:
Turnover, reduced productivity, and loss of expertise
Ageism in the workplace can have severe consequences, including turnover, reduced productivity, and loss of expertise. A staggering 48% of survey respondents who have experienced or witnessed ageism are considering leaving their current job. Furthermore, 43% of respondents who are considering leaving their jobs cited age discrimination as one of the factors contributing to their decision.
These findings are consistent with other studies, which have shown that ageism can lead to feelings of frustration, demotivation, and, ultimately, quitting. As one survey respondent noted:
“Appraisals are impacted due to age. If new programmes are being designed, people who are a little senior in age get excluded from these offerings, and miss out on talent development and promotions.”
The financial repercussions of ageism can be significant, affecting not only the individual but also their dependents. The loss of promotions, appraisals, and job opportunities due to ageism can have long-term financial implications.
By addressing ageism and promoting inclusive workplaces, organisations can reduce turnover, improve productivity, and retain valuable expertise.
Embracing age diversity
All age groups surveyed agreed that age diversity brings numerous advantages, including:
- Cross-age collaboration and knowledge sharing
- Diversified thinking and problem-solving
- Improved decision-making and overall performance
- Enhanced empathy and understanding
- Increased productivity and job satisfaction
The data supports these benefits, showing that:
- Those who saw age diversity around them were less likely to be searching for jobs
- Age-diverse teams can lead to better decision-making, more productive collaboration, and improved overall performance
- A more innovative team as cross-generational inputs make ideation more nuanced
To fully utilise the power of age diversity, organisations should adopt an effective mix-and-match approach, balancing strengths and shortcomings. This approach aids in:
- Respecting and valuing diverse perspectives
- Becoming non-judgmental and open-minded
- Creating opportunities for learning and growth
- Fostering synergy among diverse skill sets, thoughts, and experiences
- Injecting vibrancy into the work environment through diverse energy and perspectives
The financial fallout of ageism
Ageism can have severe financial consequences for individuals, leading to retrenchment, turnover, and financial insecurity. When age-related biases limit work opportunities, individuals may be forced to rely on their savings and assets, often restricting them to the gig economy.
Therefore, organisations have a responsibility to ensure the protection of their employees. We also urge the government to discuss this topic to address the concerns growing from ageism.
The final thoughts on age discrimination in Indian workplaces
Ageism is a pervasive issue in Indian workplaces, affecting employees across various age groups. Companies need to recognise the value of age diversity and take proactive steps to address age-related biases. By creating inclusive workplaces that value and respect employees of all ages, Indian companies can tap into the knowledge, skills, and experience of their entire workforce, driving business success and growth.
Disclaimer: The views expressed in this article are based on the writer’s insights, supported by data and resources available both online and offline, as applicable. Changeincontent.com is committed to promoting inclusivity across all forms of content, which we define broadly to include media, policies, law, and history—encompassing all elements that influence the lives of women and gender-queer individuals. Our goal is to promote understanding and advocate for comprehensive inclusivity.
