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: 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. Preventing age stereotypes requires vigilance through observation and statistics, thereby preventing legal liability. Use Job Related Information. Identify age stereotypes to increase the likelihood of correctly identifying when they occur, while using valid selection procedures. Use Training and Development. Ensure management is properly trained to identify age stereotypes, while properly training employees will lead to development and growth of workers as they age.