Title: Age Stereotypes in the Workplace: Common Stereotypes and Guidance for Practice - Recruit better. Hire better. | Streamline Your Talent Assessment with DeGarmo.
Headings: Diversity Management
Diversity Management
Age Stereotypes in the Workplace: Common Stereotypes and Guidance for Practice
Types of Age Stereotypes
Implications for Practice
Adam Bradshaw
The DeGarmo Group

Content: Poor Performance- older workers have lower performance, productivity and motivation. Resistant to Change- older workers tend to be harder to train, are less adaptable, and more resistant to change, resulting in less return on training investments. Lower Ability to Learn- older workers tend to have less ability to learn; therefore, they do not develop new skills as well as younger workers. Shorter Tenure- Due to their age, older workers are thought to have more turnover than other age groups. More Costly- Older workers are more costly because they are close to retirement, use more benefits, and obtain higher wages. These stereotypes are all rather negative giving a poor outlook for the older workgroup. On the other hand, there is evidence to refute these negative preconceptions: General Tendencies- Little evidence supports declining performance with age, and more often performance improves with age. Individual Differences- Age is less important than differences in individual skill and health.