Ageism at work affects everyone

If you’re under 40, ageism probably hasn’t crossed your mind much—yet. And that’s okay. When I was in my 20s and 30s, I wasn’t thinking about it, either. But there’s something about entering that sixth decade that makes ageism glaringly real. And unfortunately, it’s not just someone else’s problem; it’s everyone’s problem.

I recently turned 50, and this topic has become so personal that I realize we need to talk about it more. And more importantly, we need to act on it.

A recent study revealed that when recruiting potential employees, 56% of employers said the age where someone was “too old” to hire depended on the person. But of those who provided a specific age, the median “too old” age was 58. Frankly, I think that’s generous. Based on what I’ve heard from my network, the age when someone is considered “too old” is closer to 49. And a 2024 survey by Resume Now found that 90% of workers over 40 have experienced ageism at work. Yes, 90%!

The thing about ageism is that people don’t really notice it until it happens to them. It’s like asking a 25-year-old, “What’s your retirement plan?” They’re not thinking about a 401(k); they’re thinking about paying rent or hitting happy hour with friends. When I was 25, I wasn’t worrying about whether the 50-year-old in the office had encountered ageism. It’s just not on your radar—until it is.

Work-life balance gets trickier with age

By the time you hit your 40s or 50s, life is really busy. Some of us are raising kids or putting them through college. Others are caring for aging parents. And all that happens when many of us are at the height of our careers, juggling more responsibilities than ever.

And suddenly, your experience and seniority—the things you’ve worked so hard to build—can make you a target. When companies start talking about cost-cutting, guess who’s most at risk? Older, highly paid employees. It’s a short-term cost saving that causes long-term problems. Experienced workers are pushed out and forced to take lower-level jobs, making them “senior outcasts” in the market.

It’s demoralizing, and it’s a waste of talent.

Why multigenerational teams are the answer

So, what can we do about it? One solution is developing and supporting multigenerational teams. Why? Because diverse teams—including age diversity—are better for businesses. They bring a mix of perspectives, skills and life experiences that can’t be replicated in a single age group. It’s a beautiful balance: the energy and fresh ideas of younger workers paired with the wisdom and resilience of older ones.

I’ve seen it work firsthand. Recently, I was on an industry panel with people in their 30s, 40s, and 50s. The insights we shared were incredible because everyone’s perspective was unique. The audience loved it. And the insights we provided apply to the different age groups most brands want to reach. Why wouldn’t companies want to replicate that dynamic internally?

Cross-mentorship is one of the best ways to make this happen at work. The stats back it up: 86% of CEOs say mentors were key to their success. Imagine how powerful it could be to create opportunities for mentorship across generations within your workplace. Everyone wins.

We need to talk about age without shame or fear

We’ve been conditioned to hide our age—yes, especially us women. I’m not talking about Botox (I’m all for it, by the way). I’m talking about the reluctance to admit our age at work—and beyond—out of fear we’ll be seen as less capable or relevant. But hiding doesn’t solve anything. In fact, it perpetuates the problem.

When I was on that panel, I proudly introduced myself as representing the 50-plus crowd. I did it because we need to normalize talking about our age and proving that it doesn’t define our abilities. We’re still valuable, relevant and eager to contribute. The more we embrace this openly, the more we can challenge ageist assumptions.

One thing I’ve learned is that ageism cuts both ways. It’s not just about the more visible aspect of it affecting older employees. When I became editor-in-chief of an internet startup at 24, people underestimated me because I was “too young.” If I were to apply to a similar position at my current age, I’d probably be labeled as “too old.”

So let’s make a real commitment to stop judging people’s capabilities based on their age. If a 25-year-old applies for a VP role and has the chops, why not give them a chance? And if a 55-year-old wants to pivot into a new role, why not support that too? Everyone deserves the opportunity to grow.

Maybe it’s not a midlife crisis—maybe it’s just burnout

Another key piece of the puzzle is addressing burnout. Let’s be real: A lot of what we’ve traditionally called midlife crises is probably just exhaustion. Burnout can happen at any age, but by the time you’ve spent decades working 60-hour weeks while raising a family (or any other serious responsibility), you’re bound to feel drained. Then you start yearning or pursuing life changes that make you feel rejuvenated or like you’re getting a fresh start.

Flexibility can make a huge difference here. And I’m not just talking about short-term flexibility, like allowing your team to work from home certain days. I mean comprehensive flexibility over time. For example, sometimes, all it takes is tweaking someone’s role to better align with their strengths and needs.

Personally, I used to love doing sales from start to finish. Now? Not so much. What I love involves a lot of collaboration. My strengths and needs have evolved, and that’s a great thing. Now I want younger colleagues in the room with me, bringing fresh energy and ideas to the table. It’s not about doing less; it’s about doing things differently to stay productive and efficient.

Unfortunately, companies that prioritize short-term cost-cutting over long-term strategy are missing out on the incredible value that experienced workers bring.

If you’re a leader, my advice to you is this: Build multigenerational teams, encourage open dialogue about age, and create opportunities for cross-mentorship. Start thinking about how to make your workplace more inclusive of all ages. And if you’re older, don’t be afraid to show your age—own it, and use it to inspire others.