Well over half (68.5%) of respondents 55 to 64 years old reported their employer doesn't provide them with assessments to determine their talents and strengths, compared to 34.8% of those between 25 and 39 years old. (Credit: Rocketclips, Inc/Shutterstock.com)
The original version of this article was published on BenefitsPro.
When developing and implementing DEI initiatives, there is often dialogue missing around the issue of age. Companies must learn to accommodate the needs and recognize the value of their most senior workers.
A recent McKinsey report on ageism acknowledges a consistent pattern of bias against workers aged 45 and older. In our own recent third-party survey on generational disparities, we uncovered some troubling data. The survey, which polled 1,000 adults working across industries and geographies, confirmed the prevalence of ageism in the workplace. People over the age of 45 reported that they are more likely to have an employer who doesn't provide any professional development resources: 47.1% acknowledged they aren't given these resources, compared to 27.3% of those under the age of 45.
That's just the tip of the iceberg. Employers are also not making talent and strengths assessments equally available. Well over half (68.5%) of respondents 55 to 64 years old reported their employer doesn't provide them with assessments to determine their talents and strengths, compared to 34.8% of those between 25 and 39 years old. Close to half (45.2%) of those between the ages of 55 to 64 say their employer doesn't make it easy to identify how their strengths match the requirements of open roles, compared to 15.6% of those under the age of 45.
When I hear about generational disparities, I often think of Chip Conley, an early advisor to Airbnb and an active thought leader in the hospitality industry. Chip created the hotel empire Joie de Vivre. He also founded Modern Elder Academy for seasoned workers looking to harness their expertise and experience.
A few years ago at a Wisdom 2.0 conference, I heard Chip talk about his experience at Airbnb. He was significantly older than the company's founders, who were three years out of college prior to starting the hospitality giant. Chip was hired because of his industry expertise. Interestingly, a symbiotic relationship evolved; while the Airbnb founders relied on Chip for his subject matter expertise in the hospitality industry, Chip learned from the founders about technology and working in the digital world.
We all have the opportunity to create a more collaborative, symbiotic environment, one where the generations feel that they'll benefit and learn from each other, instead of one generation feeling superior over the other(s).
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