We are all biased. And, when it comes to ageism, there are steps you can take to create a more inclusive hiring process, from recruitment to retirement. Join Jo Weech, CEO & Primary Consultant, Exemplary Consultants, as she discusses her tips for removing ageism in the workplace.

1. Ageism & Bias In the Workplace:
Engaging an Aging Workforce
Jo Weech Naba Ahmed
With: Moderated by:
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3. About Jo Weech
As Founder of Exemplary Consultants, Jo Weech enjoys assisting companies excel in both recruiting and
retention, infusing enthusiasm into strategy/execution. Speaking engagements include national/international HR
and Recruiting conferences and career transition groups. In 2016, Jo was awarded the HRLA Leadership
Excellence award. In 2017, she was named by RecruitingDaily as one of 300+ Women in HR Technology to Follow
and Support, awarded the Gary Cluff Award for Recruiting Excellence, and won the award for Best Presentation at
DisruptHR NYC, category of “HR is Awesome”. In November 2017, Jo traveled to Japan in a US delegation of top
HR and Talent Acquisition Professionals. She has a passion to partner with people in her profession to continue to
raise the bar of excellence and efficiency.
About Naba Ahmed
Naba went to Cal Poly, San Luis Obispo and majored in Journalism and minored in Integrated Marketing
Communications. After working as Editor-in-Chief at the campus newspaper, she became interested in developing
content across multiple platforms, and now works as a Content Marketing Specialist at Aggregage, providing some of
the most interesting thought-leaders across a wide variety of industries with a space to celebrate the diversity, depth,
and experience of their professional cultures, personalities, and passions.
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https://www.cfmco.org/2019/01/valuing-diversity-moving-
towards-inclusion/
cclmco.org/2019/01/valuing-diversity-moving-towards-inclusion

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independentsector.org/
resource/why-diversity-equity-
and-inclusion-matter

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Over 40 and Interviewing?
Have These Things Happened To

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Association of Talent Acquisition
Professionals
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Ageism.
Define “old”.
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Age Discrimination in Employment Act
states 40 and older.

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By 2024, workers
aged 55 and older
will go from being the
smallest segment
of the US working
population
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Ageism:
Defined
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The practice of letting a
person's age
unfairly become a factor when
deciding
who receives:
• a new job,
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20% of business and HR leaders
surveyed viewed older workers
as at a competitive disadvantage
and an impediment to the
progress
of younger workers.
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Every day until 2030, ~10,000
Americans will turn 65.
Between now and 2050, the
number of Americans over 65 will
double.
By then, ~25% of the world’s
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14. Some Statistics
from
AARP

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MYTH:
Older workers are slow
and cannot keep up
with their
younger counterparts.

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FACT:
Productivity actually increases
with age, even in
an environment requiring
increased physical activity.

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MYTH:
Older workers are
uncomfortable with
technology, and
unable to learn
new technologies.

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FACT:
On average,
computer programmers
aged 50+ had higher
reputation scores in
online forums
than younger users.

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49 million.

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Lower Risk of Unexpected Turnover
Median Tenure – Bureau of Labor Statistics
• Millennial: 2 years
• Gen X: 5 years
• Perennials: 7 years

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Older employees:
-take fewer sick days,
-show stronger problem-solving skills,
and are
-more likely to be highly satisfied at work
than younger colleagues.

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Facebook ads that let employers
target younger workers
was the focus of a U.S. lawsuit in
2017.

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Several U.S. employers engaged in
age discrimination by placing
recruitment ads on Facebook
targeting younger workers.
-Reuters, December 20, 2017

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Companies including:
• T-Mobile,
• Amazon.com Inc.
• Cox Communications Inc.
imposed age limits on who could see
recruitment ads,
limiting some only to people younger than 38.
-Reuters, December 20, 2017

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The article informs us that this
discriminatory practice
precluded older workers from
seeing the ads and therefore
reduced the number of older
workers who applied and were
hired. #NotHired

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#NOT

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UNCONSCIOUS (OR IMPLICIT BIASES)
ARE LEARNED STEREOTYPES THAT ARE:
• AUTOMATIC
• UNINTENTIONAL
• DEEPLY INGRAINED
• UNIVERSAL
• ABLE TO INFLUENCE BEHAV

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IF HOW WE:
• JUDGE
• ASSESS
• REACT
IS BASED ON:
BIAS
PREJUDICE
WIRING

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HOW CAN WE
CHANGE THIS UP?

31. Companies are changing
the ways
they are leveraging
perennial workers.

32. The Mitre
Corporation

33. -One or more years to
transition
-Mentorship programs
-Half time

34. CVS

35. “Rather than force older and more
experienced workers to choose
between retiring early to pursue
the snowbird lifestyle
or working through the winters
in a place physically difficult
to navigate,

36. CVS started a program that
allows them to transfer temporarily
to stores in warmer states
during the winter.”
Quartz, December, 3, 2018

37. BMW

38. Retooled its production facility:
-installed ergonomic seating
-softer floors
-enlarged the type on the
computers
-supplied more supportive work
boots.

39. Productivity rose,
and
absenteeism
plummeted.

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ROI for employers:
As age diversity goes up on work teams,
So do productivity and performance.

42. #DoGoodBeKind

43. Q&A
Naba Ahmed
With: Moderated by:
CEO & Primary Consultant, Exemplary Consultants
Linkedin page: /in/joweech
Twitter ID: @JoWeech
Website: ecllcdc.com
Jo Weech
Editor, Recruiting Brief & Human Resources Today
Linkedin page: /in/naba-ahmed/
Twitter ID: @RecrutiingBrief
Email: naba@aggregage.com
Website: recruitingbrief.com
https://www.recruitingbrief.com/webinar-series/trends-in-recruiting--and--hr/
https://www.humanresourcestoday.com/webinar-series/trends-in-recruiting--and--hr/