NAVIGATING TODAY’S WORKPLACE Ageism
Compiled by Suz Trusty
Your editors have been monitoring the resources offered by
WorkLife.News. Tey issue a daily e-newsletter providing insights on how work, spaces, and culture are changing to meet new expectations. Check out their website at www.
worklife.news.
We’ve compiled snippets of articles they have posted addressing various aspects that are impacting today’s workplace that you may be seeing in your business operations.
Work-Ready?
A January 23, 2025, heading stated that recent college grads are not ready for work—and HR leaders are fed up. When asked, would you rather hire a robot or a recent college graduate? For an alarming number of HR leaders, the machine wins.
A recent survey from Hult International Business School in Cambridge, MA, reveals a troubling reality: Nearly eight in 10 recent graduates say they learned more in their first six months on the job than in their entire four years of college. What’s more, employers are so wary of unprepared graduates that they’re taking drastic measures to keep from hiring them.
Workplace Frustrations
Another challenge for HR leaders covered by WorkLife. News addressed workplace frustrations. Tey noted that Glassdoor reported 65 percent of workers feel stuck in their roles. Dissatisfied workers are twice as likely to be actively job hunting and overwhelmingly more likely to have contacted recruiters about new opportunities.
Employee training platform Skillsoft’s research points to a widening trust gap between employers and employees revealing that between 2023 and 2024, the likelihood of employees leaving their roles jumped by 11 percentage points. Employees say they are considering a move because they want more opportunities to grow, better training, and stronger development programs.
Mei-joy Foster, vice president of talent management at rewards program Blackhawk Network, stresses the importance of recognition programs. “To attract and retain top talent, you need more than competitive salaries —you need a workplace culture where employees feel seen and valued every day,” she said. “In today’s climate of ‘faux- ductivity’ and the Great Disengagement, establishing a culture of genuine recognition is more critical than ever.”
A January 3, 2025, article reported on ageism in the workplace. As Gen Z overtakes boomers as the largest segment of the workforce, a startling new report reveals that ageism on the job isn’t just widespread—it’s virtually universal.
Nearly all workers aged 40 and older believe ageism exists on the job, with 9 in 10 feeling pressured to hide their age or downplay their experience to fit in, according to MyPerfectResume’s Generational Attitudes in the Workplace Report, based on a survey of 1,000 workers. Te impact of this bias runs deep: 95 percent of surveyed workers report that age-related stereotypes have affected their sense of belonging at work.
In that article, Heidi Golledge, founder and CEO of recruitment agency Jobot, emphasizes that this trend threatens to create an enormous loss for organizations. “Ageism has the potential to create a culture that undervalues wisdom, excludes critical contributors, and diminishes opportunities for collaboration,” she said. “Older workers offer institutional knowledge, mentorship, and perspectives that elevate entire teams.”
Wendy Murphy, managing partner at talent management firm ZRG, points out that with five generations now in the workforce, organizations should embrace a “skills-first” environment. “Smart leaders know the value of skills and how to lead and leverage people who have them,” regardless of age, she said.
Generation Traditionalists Baby Boomers Generation X
Millennials (Or Gen Y) Gen Z
Born Between Years 1928 & 1945 1946 & 1964 1965 & 1980 1981 & 1996
1997 & 2012
16
TPI Turf News March/April 2025
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