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: Common Stereotypes and Guidance for Practice
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It is widely known that the workforce in the United States is aging. With this, comes a more prevalent risk of age stereotyping within the workplace, affecting a larger group of individuals. If stereotypes cause an increase in the rate of turnover within older workers, organizations fail to take advantage of skilled and productive workers. Types of Age Stereotypes
Personal beliefs and expectations about workplace age groups are considered workplace age stereotypes. Often these stereotypes are biased, negative preconceptions about older workers (this can also include younger workers), which include: 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.