A Guide for Human Resource Professionals | Page 10

The Business Case to Hire Experience

| 10

AGE ISN’T A DIRTY WORD

Is Ageism Depriving Your Company Of Top Talent?

O

nce an invisible prejudice in
Canada, ageism against people
45 and older is stepping into
the spotlight.
Like prejudices against women, people
of colour, and those with different ethnic
and religious backgrounds and sexual
orientations, ageism is based on false,
generalized assumptions that are accepted
as fact. These prejudices deny people their
individuality and equality as full members
of society.
As a hiring manager, have you asked
yourself if ageism could be effecting hiring
choices within your organization?

prejudiced that they think their beliefs are
legitimate, the result is an ageist filter that
is potentially depriving the organization
of excellent candidates. This can place
companies at a competitive disadvantage
because other organizations are already
leading the age-diversity wave.
Review your company’s human resources
policies and practices for age prejudice.
Are you committed to a multi-generational
workforce as part of diversity initiatives?
Look at not just how to combat ageism —
against both young and old — but also how
to leverage age diversity to create a better
corporate culture, increase innovation,
improve connection with customers and
ultimately, make your business successful.

When hiring managers are either unaware
of their underlying prejudices or are so

“ t (Royal Bank Canada) our focus is around
A
diversity of thoughts and views and opinions and
the only way to have that is if you’re bringing
people into the organization of all different age
backgrounds. It’s a wide-open field. The talent
market out there (has) a ton of baby boomers with
a breadth of experience.”

— Kelly Glass, Vice President, Global Recruitment for RBC.