Evidence of workplace ageism is all around. In the workplace, it’s evident by the absence of age in implicit bias training–or anywhere in the DEI strategy–as well as the lack of older candidates recruited.
If there is a conscious preference for a person or group of people, that’s explicit bias. However, often the negative attitudes are without conscious knowledge, in which case it would be implicit.
Like any dimension of diversity, age is not a predictive indicator of talent and should never be a reason to exclude talent. In the workplace implicit age bias looks like this: a new sales software is being deployed, but older employees are not invited to attend the training because the decision-maker didn’t want to upset them with the change or thought it might be too hard for them to learn the new technology.If the exclusion was based on the assumption that older people are reluctant to change or find learning new technology challenging, it could be implicit.
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