Issue 26: Today’s Brew: Ageism at Work—The Bias We Don’t Talk About Enough
☕ Brewed for Leaders Who Care
Espresso & Empathy — Issue 26
By: Shannon Foster
Founder & Senior Consultant, Martin & Foster Consulting
August 27, 2025
Why This Matters Now
The pandemic reshaped the workforce in ways we’re still unpacking. One hidden consequence? A resurgence of ageism. As organizations leaned harder into technology, hybrid models, and rapid change, older workers often faced assumptions that they couldn’t adapt, weren’t “digital natives,” or were less resilient.
But here’s the truth: age is not a predictor of capability. It’s a dimension of diversity—and like every other, it deserves respect and intentional leadership.
What Ageism Looks Like Post-COVID
Age bias doesn’t always announce itself openly. It often shows up in subtle ways:
Language: “We’re looking for fresh energy” or “digital natives only.”
Assumptions: Believing younger employees adapt faster or have more stamina.
Opportunities: Older employees being overlooked for promotions, high-visibility projects, or leadership development.
Exit Strategies: Pushing experienced employees toward early retirement under the guise of “making space for new talent.”
The damage? Loss of wisdom, fractured culture, and diminished trust. When employees sense they’re valued less because of age, engagement plummets.
Why Leaders Can’t Afford to Ignore It
The fastest-growing segment of the workforce is over 55. Longer careers, shifting retirement ages, and increased financial pressures mean more multi-generational teams than ever before.
Leaders who sideline older workers risk not only losing institutional knowledge but also sending a damaging message: your value has an expiration date.
And nothing erodes trust faster than that.
Leading Beyond Age Bias
At Martin and Foster Consulting, we believe emotionally intelligent leadership means valuing contribution, not categories. Age doesn’t determine adaptability, creativity, or performance—leadership behavior does.
Here’s how to actively combat ageism in your workplace:
Audit Your Assumptions
Level the Development Field
Celebrate Experience
Promote Multi-Generational Collaboration
A Leadership Self-Audit
Ask yourself:
Do I assume younger employees are naturally more innovative?
Am I equally investing in the growth of all age groups on my team?
Have I overlooked opportunities to leverage the strengths of experienced employees?
Do I model respect for every generation—or unintentionally show preference?
Final Thoughts
The future of work is multi-generational. And that’s not a challenge—it’s a strength.
When leaders break free from age bias, they don’t just keep experience in the room—they keep trust alive. Because valuing people isn’t about how long they’ve been in the workforce. It’s about what they bring to it, every single day.
Let’s lead in a way that proves one simple truth: wisdom and innovation aren’t opposites—they’re partners.