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: 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. Tenure- Older workers are less likely to quit, thereby resulting in more return on investment (e.g., training investments). It should be noted that age stereotypes could be directed at younger workers too (i.e., an older individual is hired over a younger individual because it seems as though they have more experience), but our focus here is on older workers. Implications for Practice
When dealing with age stereotypes in the workplace, organizations should: Identify Reasonable Factors. Ensure that hiring practices can identify factors other than age, which have influenced hiring decisions.