Companies looking to attract and retain talent–and protect against potential litigation–need to ... [+] ensure diversity and inclusion strategies include measures for all marginalized groups.
While research shows bias around sexuality and race has declined precipitously over the last 12 years, the one area where unconscious bias has barely shifted is ageism. The EEOC reports that age is the one critical element overlooked by a majority of companies in diversity and inclusion (D&I) programs and efforts. A study found that 64% of firms surveyed in its 2015 Annual Global CEO survey had diversity and inclusion strategies, but only 8% of those included age.
To combat workplace ageism, D&I strategies must actively address the issue by making it a critical part of the plan. That requires teams to proactively survey, analyze and train the workplace to understand how age bias and stereotyping impede business success.
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