@Indeed It Was a Week! It's time to ditch outdated thinking about older workers and DO SOMETHING (Part 1)
In 2022, there was a well-publicized age discrimination case filed against IBM. The smoking gun? Documents in which company leadership referred to older employees as "dinobabies" who should be shed in favor of millennial employees. (IBM settled the case for an undisclosed amount later that year.)
In my workshops for employers about the business case for age inclusion, I often mention this case, reinforcing this point:
The real dinosaurs in times of demographic change? Those who don’t understand and don’t get ahead of this powerful trend—the aging of the world, and the real value that older workers bring.
I spend a lot of time educating employers, employee resource groups (ERGS), HR professionals and workforce development centers about the business case for older workers and intergenerational teams, and refuting outdated and ageist myths and stereotypes, including the "decline and deterioration" narrative pervasive in our culture.
As I explained to Chris Henry when he interviewed me for his The Art 2 Aging podcast last week, the companies that hire me understand that the world is changing and the future of work requires them to think differently about older workers and to reject the outdated stereotypes.
So I’m always a little surprised when dinosaur thinking emerges like it did last week in an article on the Indeed website, with this accompanying graphic:
I saw the link to the article on LinkedIn as I was preparing to log off for the weekend (it was the Friday before Labor Day in the U.S.) in a post by Victoria Tomlinson FRSA who called it blatant age discrimination. She had seen the article in a post by Sarah Taylor Phillips , who shared her own perspective as a career development expert.
And--so much for logging off early!
I shared the article in this post and issued a call to action, tagging members of the Editorial Team who were listed as authors of the article, and messaging Chris Hyams , Indeed's CEO.
Within minutes people were commenting and most importantly TAKING ACTION, sharing the post and asking Indeed to DO SOMETHING.
And many others weighed in, echoing the call for action. I lost count. I'm still trying to respond to all the thoughtful comments that people made on my post, and to those who reposted, as well as the many private messages I received.
The good news?
Within a few hours, Indeed had taken down the offensive article, and issued an apology. On my post, CMO Jessica Jensen commented:
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And I hope that Indeed will take up at least one of the multiple offers, including mine, to train their leadership and teams on the benefits of age inclusion, and put in policies and practices to ensure that they exhibit age inclusivity in everything they do.
The better news in my view?
Things we can do together moving forward:
What would YOU add? Are you in? Let me know in the comments!
© Janine Vanderburg, 2024.
Stunned that a piece like that would even make it past a seasoned communications professional's gate. Oh wait...that's where Indeed is falling short. Not enough "seasoned" communications professionals. Sadly, just because the article/post came down doesn't mean ageism is not common practice at Indeed or anywhere else. Keep up the good fight!
Finalist @ European Diversity Awards,EMEA Cultural Change Catalyst, Talent Driver, Social & Multigenerational Impact Champion, Vice President Spanish Female Exec. London, Board Member, EJE&CON, NodoAndalucía -Views mine
3moExcellent work by a common voice and good shout by Sarah Taylor Phillips
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3moThanks, Janine. Keep up the great work. As we age we are transparent to so many people. They need to realize that some day they are going to experience it.
Owner/Founder, Roxanne Eflin Consulting
3moYes! "Groundswell of Indignation..." 😃 Love it.JUST today, my best friend and I were talking about the value of sharing and respecting the advice from someone older because God knows we can't live long enough to experience it all ourselves firsthand! We got skills and EA, friends! 😃
A distinct name in developing responsive websites, enhancing their performance, and marketing their presence. Thought leadership by example. Or you can just call me Tom.
3moDon't you know that you can count me in, when you say you want an ageist revolution.