Ageism isn’t always loud. Sometimes, it shows up in subtle ways—offhand comments, casual jokes, or assumptions we make about people simply because of their age. Whether it’s dismissing an older colleague’s ability to learn new technology or assuming a younger professional lacks experience, these biases shape how we see and treat each other.
At US² Consulting, we believe in fostering workplaces and communities where every
individual—regardless of age—is seen, heard, welcomed, and valued. But change starts in the
everyday moments. Here’s how you can challenge ageist thinking in your conversations.
1. Notice the Bias—Even in Yourself
We’ve all heard (or maybe even said) things like:
∙“They’re too young to understand.”
∙“You know how older people are with technology.”
∙“Act your age!”
These statements, though often unintentional, reinforce harmful stereotypes. The first step in challenging ageism is to recognize when it happens. Pay attention to the words you use and the assumptions behind them.
2. Reframe the Narrative
Instead of accepting age-based stereotypes, shift the conversation to focus on the individual’s skills, experiences, and potential. For example:
| Instead of: | Try: |
| “They’re too young to lead this project.” | “Let’s focus on their qualifications and leadership skills.” |
| “Older people struggle with new technology.” | “People have different learning curves. Let’s see what support is needed.” |
Simple changes in language help dismantle ageist thinking and encourage a more inclusive mindset.
3. Ask Questions That Break Stereotypes
If someone makes an ageist remark, respond with curiosity rather than confrontation. Asking thoughtful questions can prompt reflection:
∙“What makes you think that?”
∙“Do you think that applies to everyone in that age group?”
∙ “Have you ever met someone who defied that stereotype?”
This approach encourages people to reconsider their biases without putting them on the defensive.
4. Amplify Intergenerational Strengths
Age diversity brings a wealth of knowledge, innovation, and experience. Instead of framing age as a limitation, highlight the strengths that come with different life stages. Encourage collaboration across generations in the workplace and beyond.
Tip: If you lead a team, consider reverse mentoring, where younger and older employees exchange knowledge and skills. This creates a culture of mutual learning rather than one-sided assumptions.
5. Call It Out (With Care)
Sometimes, ageist comments need direct addressing. If you hear something problematic, respond with kindness AND clarity:
∙“I know you didn’t mean any harm; that comment reinforces a stereotype.”
“Let’s make sure we’re valuing people for their skills, not just their age.”
Approaching conversations with patience and a desire to educate rather than shame can lead to
meaningful change.
6. Model Inclusive Language
If you want to shift the culture, lead by example. Use language that respects and includes people of all ages.
| Instead of: | Try: |
| “Elderly” or “senior citizen” | “Older adult” |
| “Millennial entitlement” | “Different generational perspectives” |
| “Too young/too old” | “Skilled and experienced” |
Words shape perceptions, and making mindful choices can create a more respectful dialogue.
Small Changes, Big Impact
Every conversation is an opportunity to reshape how we think about age. By challenging ageist
thinking—whether in the workplace, at home, or in casual settings—we move toward a world where people are valued for who they are, not the number of years they’ve lived.
At US² Consulting, we champion inclusive leadership that fosters respect for all. Let’s build workplaces and communities where everyone—regardless of age—can thrive.
Want to take this conversation further? Let’s connect.
