According to WHO there are three strategies that work in reducing or eliminating ageism:
☊ Policy and law
☊ Educational activities
☊ Intergenerational interventions
I’ll add coaching for obvious reasons 👑
🎤Is there anyone who hasn’t witnessed/observed/was part of discrimination in a workplace?
Eg. due to: age | gender | being a working parent (that referred to mothers especially) | sexual orientation | race | country of origin | mental & physical disabilities | external appearance e.g. outfit, tattoos, jewelry, hair |
I have. It happened so many times where the above topics were included e.g. in the decision-making hiring process. Even though policies and laws clearly stated they cannot be taken into consideration. I’ve gone through so many battles with the hiring managers/decision makers. When I was fighting for a mother candidate, or a candidate with dissability, or 40+, or 50+, or 60+yrs old candidate, or a 20 yrs old candidate, or when the candidate was the same age or older than the hiring manager/decision maker.
👯And difficult comments or behaviors related to the above topics also happened on a colleague-to-colleague level in some companies I worked for.
Fortunately, more and more companies are educating their employees about these issues. But why ageism comes back as a boomerang all the time?
Probably because these issues are often tied up to personal insecurities and fears, so people need to do their homework on a more personal & deeper level?
💾Let’s face it. People in general have some unconscious insecurities and fears in different areas of their life.
But we don’t have to be puppets controlled by these fears. What we can do is to take them out from our ‘brain caves’, name them, look at them, can check where they came from and whether they are truly ours 🎭.
Finally, we can see if they are making us strong or weak. Do they serve our purpose in life?
If you want to read more about ageism you may visit WHO website: