According to a study conducted by Randstad on ageism in the workplace, it was found that 31% of employees in India have encountered ageism during their careers. The research highlighted the pharmaceutical, healthcare and life sciences sectors, along with business process outsourcing and IT-enabled services, as areas where the highest proportions of respondents (43%) reported experiencing ageism.
This insightful study focused on Diversity, Equity and Inclusion (DE&I) and encompassing nearly 1000 participants, disclosed that 40% of the surveyed workforce have either personally encountered or witnessed ageism in their professional environments. This brings attention to an ongoing issue that is often neglected in workplaces. Interestingly, many individuals who experienced age-related biases were not familiar with the term ‘ageism’ in its true essence.
Among respondents employed by multinational corporations (MNCs) headquartered outside of India, 29% of younger employees (under 35) acknowledged the presence of age-related biases in their workplaces, and 30% found it challenging to collaborate with colleagues from different age groups. In contrast, 56% of respondents from Indian-based MNCs shared similar perspectives.
The ramifications of ageism extend to workplace inclusivity, with 80% of all respondents expressing that they can be their authentic selves at work. However, younger employees (under 35) reported a lower sense of inclusion (73%) compared to their older counterparts (87%). Additionally, the study underscored the unique hurdles faced by various demographic groups, including individuals with caregiving responsibilities, physical or mental disabilities and diverse sexual orientations, who reported higher incidences of ageism.
In MNCs headquartered in India, 41% of respondents encountered age-related stereotypes, compared to 28% in other organisational types. Moreover, 57% of respondents from Indian-based MNCs contemplating leaving their positions cited ageism as a contributing factor, compared to 38% from other organisational backgrounds. Additionally, 45% of respondents from MNCs headquartered in India felt that age played a role in employee layoffs, in contrast to 27% from other organisational types. Furthermore, 16% of individuals under 35 perceived themselves as being viewed as less reliable and responsible.
Speaking on this pressing issue, Randstad India MD & CEO Viswanath PS, said, “Ageism is one of the most overlooked unconscious biases made at the workplace across levels. Overcoming ageism requires a conscious effort to recognise and challenge stereotypes to create an environment where experience and fresh perspectives are equally valued. By fostering an inclusive culture that embraces employees of all ages, organisations can harness the full potential of their workforce, driving collaboration, innovation, and growth. It is essential that we recognise the unique contributions that individuals of all age groups bring to the table and work actively to integrate their experiences into the fabric of our companies. Promotions and compensation should be determined by performance, expertise, and potential, not by arbitrary age brackets. By breaking free from age-based biases, we can create a fairer, more equitable environment. And, building a truly inclusive workplace goes beyond policy-making especially when it comes to dealing with behavioural biases. Leaders must set the tone by exemplifying inclusive behaviour, promoting intergenerational collaboration, and ensuring that age-related biases are systematically dismantled. When organisations commit to such principles, they pave the way for sustainable success and resilience in a rapidly evolving business landscape.”
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