As we step into a new year, many of us reflect on personal goals and resolutions. But what if 2025 became the year we collectively resolved to tackle a challenge that affects us all—ageism?
Age is a universal trait. Regardless of gender, race, or background, we all grow older. Perhaps because age touches everyone, it’s often overlooked as a source of discrimination. Yet, the Global Campaign to Combat Ageism reminds us that 1 in 2 people worldwide are ageist against older people, defining ageism as follows:
"Ageism occurs when we use someone’s age to diminish their capacity or capability."
While ageism significantly impacts older workers—fuelling stereotypes about reduced productivity or looming retirement—it’s a bias that can rear its head at any stage of life. And just like January inspires fresh thinking, now is the perfect time to challenge outdated assumptions.
Reflecting on the Past to Propel Future Growth
A few months ago, we hosted one of our Age and Anti-Ageism workshops that sparked a dynamic conversation about how ageism manifests itself and how workplaces can embrace inclusivity. The lively discussion revealed a striking truth: ageism is not just an issue for older people. Eleven out of 18 participants shared that they had experience some form of ageism in their daily life or work. Most of these participants identified as Generation X or Millennials, proving that age-based discrimination affects everyone, from young professionals to seasoned experts.
Ageist stereotypes often shape career trajectories unfairly. In our younger years, we’re deemed “inexperienced,” while later, we might be labelled “too experienced.” This year, let’s commit to rethinking how we view experience. It’s not just about age but about the diverse skills and perspectives people bring.
Imagine a young job applicant with limited work history but plenty of real-world achievements—perhaps she’s coached a sports team or served in the army reserves, demonstrating leadership, teamwork, and time management. Alternatively, consider an older candidate with decades in the same role. Instead of assuming they’re a perfect fit based solely on tenure, let’s engage them in meaningful discussions to uncover their transferable skills.
Let's Breaking Down Barriers and Overcome Some Challenges in 2025
Ageism is often compounded by other biases. For example, an older woman navigating menopause might face unique challenges that a younger male colleague doesn’t. Similarly, caregiving responsibilities, traditionally seen as women’s work, impact both genders. As life evolves, workplaces must evolve too—opening the door for conversations about menopause, caregiving, and other life events that shape our professional lives.
Let’s make 2025 the year we break these stereotypes and foster workplaces where all employees feel seen, valued, and supported. Whether it’s offering flexible working arrangements for caregivers or creating menopause-friendly policies, age-inclusive practices benefit everyone.
A New Year, a New Commitment
At our workshops, we shared practical tips for creating age-inclusive workplaces. It was heartening to hear participants reflect on how these approaches could be applied in their organisations. This year, let’s all take inspiration from their enthusiasm and resolve to turn words into action.
Ready to make age inclusion part of your workplace New Year’s resolutions? Email us at info@proage.org to learn more about our Age and Anti-Ageism training. Together, we can turn 2025 into the year we didn’t just talk about change—we made it happen.
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