Workplace ageism: A top concern despite lower incidence rates in Malaysia

Ageism has emerged as a key Diversity, Equity, and Inclusion (DE&I) concern for employees in Malaysia, according to our 2024 Michael Page Malaysia Talent Trends Report: The Expectation Gap. Interestingly, while ageism is flagged as a priority, the percentage of people who report experiencing it in the workplace remains relatively low.

The broader landscape of DE&I priorities

In our annual talent trends report, respondents in Malaysia were asked to rank a diverse array of DE&I initiatives, and their responses highlighted a broad spectrum of workplace inclusivity concerns.

Here’s what emerged as the top eight DE&I priorities for respondents in Malaysia:

1. Promoting greater equity for and inclusion of people of diverse racial and/or ethnic backgrounds
2. Preventing age discrimination in the workplace
3. Getting more people of diverse racial and ethnic backgrounds into leadership positions
4. Closing the gender pay gap
5. Promoting greater equity for and inclusion of women in the workplace
6. Promoting greater equity for and inclusion of people with disabilities in the workplace
7. Getting more women into leadership positions
8. Getting more people with disabilities into leadership positions

Related: How leaders can gain better engagement with their teams

The perception vs. reality gap of ageism in workplaces

The report, based on responses from 641 individuals in Malaysia, highlights a disconnect between the perception and reality of workplace discrimination:

• Only 9% of respondents reported experiencing workplace discrimination.
• Among those who did, 35% pointed to age as the main factor.
• “Preventing age discrimination in the workplace” emerged as the second most important DE&I priority for employees in Malaysia.

These findings suggest a significant disparity between the actual experiences of discrimination and the broader concerns about age inclusivity. While the incidence of direct discrimination is relatively low, worries about ageism and other biases remain pervasive. This gap is further highlighted by additional insights:

• 17% witnessed marginalisation
• 15% experienced microaggressions
• 13% reported being stereotyped

These figures suggest forms of subtle or soft bias and exclusion, rather than overt discrimination. There, the high ranking of workplace age discrimination prevention as a DE&I priority relative to lower reported incidents suggests a widespread concern with potential rather than actual experiences of ageism.

These figures indicate the presence of more subtle forms of exclusion rather than overt discrimination. The strong emphasis on preventing age discrimination, despite fewer reported incidents, suggests that employees are more concerned with the potential for ageism than with direct experiences of it.

This underscores a crucial perception gap, where employees value an inclusive workplace even if they haven't personally faced discrimination. It highlights the need for employers to address not just explicit discriminatory practices but also the underlying cultural issues that contribute to feelings of exclusion or bias.

Related: How employers and employees can match their priorities in 2024​

Age discrimination across generations

While it’s often assumed that ageism primarily impacts older workers, our talent trends report shows that it’s a concern for all generations:

• 57% of respondents in their 50s and above
• 37% of those in their 30s
• 26% of employees in their 40s
• 22% of workers in their 20s

These numbers reveal that ageism transcends age groups, affecting workers at various stages in their careers. It’s not just older employees who face age-related biases; younger workers are also encountering ageism, albeit in different ways.

For older employees, the rapid pace of technological change can create a sense of vulnerability, while younger workers often grapple with stereotypes that unfairly label them as inexperienced or naive. This multigenerational challenge highlights the need for inclusive practices that support employees of all ages.

Related: Job hunting over 50 in Malaysia: It isn't over yet

The amplified concern for women

Ageism often intersects with other forms of discrimination, such as gender and racial biases, making it essential for DE&I strategies to address these issues collectively. The report also reveals a gender disparity in age discrimination experiences:

• 35% of female respondents reported age-related incidents
• 35% of male respondents faced similar issues

This suggests that women may face compounded challenges due to the intersection of age and gender biases. For instance, older women may face double discrimination regarding age and gender, underscoring the need for initiatives that are inclusive across all diversity dimensions.

The prevalence of workplace ageism across different demographic groups and its ability to intersect with other kinds of bias bring it to the top of the list of concerns for employees, making it essential to understand why ageism has become such a critical workplace issue so that appropriate strategies can be designed to counter ageism.

Related: How to hire to improve gender diversity in the workplace

Why ageism tops employees’ DE&I concerns

Several factors may contribute to the strong employee focus on preventing workplace ageism:

1. Future outlook: With Malaysia’s ageing population, employees may anticipate longer careers and be concerned about potential future discrimination.
2. Economic impact: The fear of age discrimination could be linked to concerns about job security and career progression in a competitive job market.
3. Cultural shifts: As workplaces become more multigenerational, there may be increased awareness of age-related biases and stereotypes.
4. Personal observations: Even though employees might not be the victims, they might see or hear about age discrimination incidents, which would then raise their concern for ageism.

Navigating the complexities of workplace discrimination

While workplace ageism remains a top concern, the report highlights the interconnected nature of various forms of workplace bias.

The high ranking of initiatives focused on racial and ethnic diversity, gender equality, and inclusion of people with disabilities indicates that employees are acutely aware of the need for comprehensive DE&I strategies.

The occurrence of microaggressions (15%) and stereotyping (13%) further emphasises the subtle yet pervasive nature of workplace discrimination. These experiences are usually less overt than explicit discrimination and relate to a work environment within which one is likely to feel vulnerable to different biases, including ageism.

Related: A guide to inclusive hiring for People With Disabilities

The broader implications

Besides ageism in the workplace being a key priority for respondents in Malaysia, the report also revealed that workplaces in Malaysia struggle with inclusion:

• 78% believe their workplace lacks inclusivity
• 73% perceive a lack of diversity in senior leadership
• 72% are unable to be authentic at work

These perceptions highlight the need for comprehensive DE&I strategies that address not just age but all forms of diversity and inclusion.

Related: Find out how much you should be paying your employees with our 2024 Salary Guide

Moving forward: The complex challenge of addressing ageism in the workplace

Countering age discrimination in the workplace is not as simple as introducing a new policy or implementing a new workshop. The reason is that the root of ageism lies in perspectives and biases deeply rooted in individual mindsets.

Therefore, addressing ageism requires an all-encompassing approach that brings practical changes and slowly reshapes collective attitudes and individual perceptions about age in the workplace.

Companies should conduct thorough assessments to understand their unique challenges and cultural dynamics related to ageism. Based on these findings, they can then analyse and implement the strategies that make the most sense for their situation.

10 actionable ways to foster age-inclusive workplaces

To address workplace ageism, employers could adopt a holistic approach that implements practical changes and challenges, and reshapes individual mindsets. Here are 10 strategies to consider.

1) Cultivate awareness and challenge biases:

• Conduct regular workshops on unconscious bias, focusing on age-related stereotypes.
• Encourage self-reflection and open discussions about age-related assumptions.
• Use case studies and role-playing exercises to illustrate the impact of ageism.

2) Foster intergenerational understanding:

• Create opportunities for cross-generational collaboration on projects.
• Implement reverse mentoring programmes where younger employees mentor older ones on technology, and vice versa for industry experience.

3) Implement age-neutral hiring and promotion practices:

• Use blind recruitment processes to reduce age bias in initial screenings.
• Evaluate candidates based on skills and potential rather than years of experience.

4) Provide continuous learning and development opportunities:

• Offer skill-building programmes accessible to all age groups.
• Encourage lifelong learning to challenge the notion that older workers are less adaptable.

5) Increase diversity in leadership:

• Set targets for age diversity in leadership positions.
• Showcase success stories of leaders from various age groups.

6) Address microaggressions and stereotyping:

• Conduct regular training on identifying and addressing subtle forms of age discrimination.
• Encourage bystander intervention when age-related microaggressions occur.

7) Establish cross-dimensional mentorship programmes:

• Create mentoring pairs that cross age, gender, and cultural boundaries.
• Facilitate knowledge sharing and mutual support across diverse groups.

8) Regularly assess and address pay equity:

• Conduct pay audits that consider age alongside other factors like gender and ethnicity.
• Implement transparent pay scales based on skills and performance, not tenure.

9) Develop robust reporting mechanisms:

• Create anonymous channels for reporting age discrimination and other biases.
• Ensure swift and fair investigation of all reported incidents.

10) Lead by example:

• Train leaders to model inclusive behaviours and challenge their own age-related biases.
• Celebrate age diversity as a strength in company communications and policies.

Building truly inclusive workplaces

Employers can work towards dismantling deep-rooted ageism in their corporate cultures by selecting and implementing strategies that fit their organisation’s specific needs.

This approach not only fosters a genuinely inclusive environment that values diversity across all dimensions but also positions organisations to cultivate a dynamic, innovative, and engaged workforce – essential for thriving in Malaysia’s economic landscape.

The goal is not to check boxes but to create meaningful change. Start with assessment, choose strategies wisely, and commit to ongoing evaluation and adjustment of your DE&I efforts. This approach will be far more effective in eliminating ageism and creating an age-inclusive workplace that benefits employees of all generations and the organisation as a whole.

Related: How HR needs to evolve to support the future of work

Bridge the expectation gap: Get more insights on 2024 talent trends

Discover the latest in workforce trends in our latest Michael Page Malaysia Talent Trends 2024 report: The Expectation Gap. This survey report findings are based on responses from 12,940 job seekers, employees and employers across Asia Pacific, of which 641 are from Malaysia.

It covers career insights that talent leaders and hiring professionals need to know to attract and retain talent. Download our report or use our interactive online tool to gain deeper, up-to-date insights into the current talent market.

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