Ageism in the workplace is a systemic reality that persists despite federal and state laws. Many older workers face pervasive age bias, regardless of how skilled or experienced they are. Qualified employees are passed over for career development opportunities because of their date of birth.
For those tired of being undervalued at work, franchise ownership offers the chance to be their own boss. It also helps avoid ageism in the workplace while creating an inclusive business built on personal values.
In addition to understanding how age-discrimination occurs in employment, this article will also explain the ways that the Discrimination in Employment Act (DEA) has established guidelines to help prevent age-discrimination.
You can build something of your own, on your terms, and create the age-inclusive policies you wish you’d seen in the corporate world.
The article explains how franchise ownership offers a creative way for individuals to use their skills and experience to build a successful new career.
Understanding Ageism in the Workplace for Older Workers
Workplace age discrimination is alive and well. From being passed over for challenging projects to hearing snide remarks about early retirement, it shows up in both subtle and blatant ways.
Many seasoned professionals encounter ageism through the “gray ceiling”—a barrier to hiring or promotions that exists despite their extensive experience.
Age Discrimination Laws and the Legal Landscape
The Age Discrimination in Employment Act (ADEA), which became effective in 1967, protects workers who are at least forty years old from age discrimination in all areas of work. This federal law prohibits age discrimination in all aspects of employment, including hiring, compensation, and job assignments.
The Equal Employment Opportunity Commission (EEOC) enforces the ADEA, investigating discrimination claims and providing mediation to resolve disputes. While federal law sets a baseline, some state laws offer even stricter protections against age-based discrimination.
The Human Cost
The impact of ageist attitudes goes beyond the paycheck; it significantly affects mental health. According to a 2021 AARP survey, 78% of workers reported ageism or witnessed it in the office. This environment often leads to:
- Mental Health Struggles: Studies have shown that when an individual perceives he is experiencing discrimination at his job, he will experience higher rates of depression, anxiety, and be more isolated.
- Forced Transitions: Many times, individuals are forced into retirement due to negative perceptions of how old they are becoming.
- Economic Strain: When older applicants face lower callback rates than younger workers, it jeopardizes long-term financial security and health insurance coverage.
While other forms of bias are often discussed, ageist stereotypes remain one of the most socially acceptable forms of workplace prejudice.
Forms of Discrimination in the Workplace
Ageism wears many hats. It affects older adults and, occasionally, younger employees (sometimes called “reverse ageism”). While the focus of federal law is often on those over 40, some state-level age discrimination laws are evolving to protect younger workers from being marginalized due to perceived inexperience.
To combat ageism, we must recognize its different iterations.
1. Direct Age Discrimination
Age discrimination is sometimes direct in nature. Older employees might hear insults about being “tech-illiterate” or “too old to learn,” creating a hostile work environment. This kind of behavior creates a hostile workplace that can erode the self-confidence of older employees.
2. Biased Hiring Practices
Implicit bias often creeps into job descriptions. The phrases “digital native” or “high energy” are examples of biased language that can help discourage older workers from applying.
Human resources departments may focus solely on younger people, assuming they are more “malleable,” while older applicants find their job applications ignored.
3. Social Exclusion
Workplace culture in many offices focuses on younger workers. This creates an environment where older workers feel isolated from their coworkers socially and professionally.
Older workers are often excluded from meetings and have fewer interactions with management, which can lower morale and limit their ability to lead projects or collaborate with colleagues.
4. Denied Promotions
A common sign of workplace discrimination is when older workers are overlooked for training opportunities. The assumption made by managers is that older workers will be retiring soon, and therefore, there is no need to invest in them.
However, providing reskilling opportunities for employees across all age groups is essential to create a diverse and healthy age range within the workforce.
5. Forced Retirement and Layoffs
Mandatory retirement ages for all professions have been prohibited by law in most states, with very few exceptions, such as air traffic controllers. Businesses will use “early retirements” when they force older employees to take severance packages from them.
Older employees are often the first to be laid off during “budget cuts,” despite typically having stronger communication skills and greater institutional knowledge than younger employees.
Combat Ageism Through Franchise Ownership
Discrimination in the workplace is an exhausting cycle. However, owning a franchise eliminates that cycle and allows you to build a long-lasting business that is built on your experience and wisdom.
It is also a positive method of reducing ageism and making it a major asset instead of a liability for building a legacy with your business.
1. Breaking Barriers
Are you tired of having to prove your self-worth to hiring managers who do not think that experience is valuable? With owning a franchise, the dynamics are going to be different.
- No More Age Bias: You’re no longer fighting for a seat at the table; you are the CEO.
- Own Your Aging: Instead of hiding your years, use the wisdom they provided to lead co-workers and staff.
- Build Age Diversity: If you own a business, there’s nothing to prevent you from implementing age-neutral hiring practices in your business. Examples include using blind resume screening to make sure you are hiring the most qualified employee, regardless of what year he or she was born.
2. Leveraging Experience
Older job seekers often face an obstacle when looking for work called the “Gray Ceiling.” This term refers to the tendency on the part of hiring managers to overlook older job applicants who have extensive qualifications and other relevant experience.
When it comes to franchising, though, the amount of time you’ve spent building a successful career is your greatest value.
Older workers bring to a new venture all of the knowledge, experience, and proven ability necessary to create success. Even though you may be judged by others because of your age, based upon stereotypes or misconceptions, older workers have much to contribute to the franchise industry.
Franchisors look at the “proven stability” that older workers bring with them. While age-related stereotypes and negative perceptions might wrongly label you as “stagnant,” the franchise world recognizes the “proven stability” only experienced workers can offer:
- Advanced Problem-Solving: Decades of dealing with ageism in the workplace and overcoming barriers created by large corporations provide a wealth of real-world strategic problem-solving experiences.
- Proven Team Leadership: Use your past experiences as an opportunity to help develop young employees and to help create common ground among employees from different age groups.
- Strategic Financial Planning: Provide fiscal planning expertise using years of financial budgeting and oversight experience that many young employees are still trying to gain.
- Expert Communication Skills: Develop strong, lasting customer relationships and build professional networks that are critical to achieving long-term employment success.
When you apply for a franchise, your experience is a source of growth, not an excuse to retire early.
3. Independence and Flexibility
Workplace ageism is correlated with poor health care outcomes and chronic stress. Transitioning to business ownership allows you to:
- Foster Psychological Safety: Create an environment of psychological safety that supports all who work there in contributing authentically (and therefore inclusively).
- Set the Standard: By recognizing ageism and actively working against it, creating a model for your community.
4. Industry Diversity
With franchises available for virtually every type of service there is, even those who have been out of the workforce for years can find an opportunity that aligns with their skills.
- Find Your Fit: Find a business where you are talented – or one that inspires your heart.
- Create Value: Help seniors, teach youth, or create value in your local community.
- Take a Risk: Consider trying a new industry – as opposed to sticking with what you’ve always done.
For example, a 60-year-old unemployed woman took her passion for caregiving and transformed it into a senior care franchise. She has since created opportunities for individuals of the same age group to maintain their dignity — while creating income from a purpose.
5. Comprehensive Support
Franchisors don’t care if you’re a younger person or a senior candidate; they care about your ability to follow a proven system. They provide:
- Standardized Training: Assuring all franchisees have the necessary tools to be successful.
- Marketing & Human Resources Support: Helping you navigate various aspects of business without the "corporate overhead" of bias.
Why Franchising is the Solution
As a result of franchising, you will be able to write a new story for yourself; this is more than a way to get out of being discriminated against due to age.
This is a chance to show the world that older people have many ways they can contribute to the economy with their communication skills and perseverance.
- Financial Security: Protect your retirement by building an asset that you control.
- Independence: Empower Yourself: Give yourself the freedom to create your own path without having to rely on others to hire you.
- Combats Negative Stereotypes: Prove that success is driven by expertise, not an age group.
- Age-Based Prejudices Are Broken Down: Create a new definition for success (based upon knowledge) rather than based upon what age someone is.
- Security of Your Finances: Protect your retirement fund by creating something that you can control.
FAQs
Ageism is discrimination based on age, often targeting older workers. The bias may be through promoting younger employees to positions that are available when a position becomes open. Bias may also manifest itself as not inviting them to meetings where there will be discussions about future company goals.
A common form of bias is labeling a qualified employee “overqualified”. Experienced professionals often report that they have been overlooked for job opportunities; it is not due to lack of qualifications —it is simply the result of age-related stereotypes.
With franchising, you can take ownership of your career. Rather than competing with other applicants for positions within companies that are known to discriminate against older workers, you create your own opportunity. Your years of experience, ability to lead, and professional expertise become the tools to grow your franchise – not obstacles that impede your success.
Yes. The benefits of having a structured system, as well as a defined process for training, combined with built-in resources (such as mentoring), make franchising an excellent opportunity for people transitioning from traditional careers.
In fact, many successful franchise owners begin at ages 40-60; this is due to the maturity, discipline and interpersonal communication skills developed during their previous professional experiences, which young entrepreneurs have yet to develop.
This will depend upon your personal interests, as well as what you want to accomplish through your entrepreneurial endeavors. There are several successful examples of older entrepreneurs who operate service-based franchises, such as home care services, tutoring services, consulting services, and fitness studio franchises.
All these examples provide flexibility to create balance between family life and working in a field where you can positively contribute to others and receive fulfillment from helping people – and earn a living.
Yes. This is one of the most significant advantages. The franchisor provides the new owner with the opportunity to learn about how to run the business, access marketing tools, and continue to receive support/guidance throughout his/her/their time as the owner of the franchise.
Regardless of if the new owner has prior experience owning a business or is returning to entrepreneurial pursuits, they will have a plan and support each step of the way.
Ready to take the first step toward transforming your career?
The best place to begin is with a franchise consultant today.
A consultation will be very valuable, as it will give you the tools to find out which jobs are available for someone with extensive work experience. Let your years of experience drive you forward instead of letting the stigma of age be against you.
Schedule a one-on-one strategy session with FranchiseCoach Adam Goldman. Together, he’ll provide you with a customized plan to discover which franchises would best fit your needs and goals. He’ll also guide you through the process of becoming a successful owner of a business at any age.
