Bullied by Ageist Employers

By Jan Andersen

When you consider that approximately 80% of cases reported to the National UK Workpkace Bullying Helpline are made by people over the age of 40, a disturbing picture begins to emerge. Some people are still vibrant, enthusiastic and willing to learn new concepts at the age of 80, whereas others are washed-up and brain dead at the age of 25. However, although most people would agree that biological age and chronological age are often very different, the stereotypical perception of more mature people still exists and affects the way in which some employers view their attitudes and capabilities.

More insidiously however, older employees are being discriminated against not because they are regarded as apathetic and incompetent, but because they are often too expensive to maintain and do not present the "right image" for the company i.e. they no longer portray the sexy, youthful ideal that many employers believe with lure the appropriate custom. This obviously affects women more than men.

OLDies and YECHies

So, would you regard yourself as an OLDie (Old, Lethargic and Dear) or a YECHie (Young, Enthusiastic and Cheap)?

There appears to be a very fine dividing line between being regarded as too young and inexperienced and being on the scrapheap. When some people don't complete their education or training until their early thirties, it means that there is a window of just ten years before they suddenly find themselves being referred to as either "too old".

Employers want the capabilities, the enthusiasm and the diligence, but at the cheapest possible rate. They can bring younger employees in at the bottom of the pay scale by using the excuse that they don't have the relevant number of years of experience. Since older, more experienced people often command higher salaries, they are denied employment opportunities on some basis that won't bring the employers prejudice into question.

Faithful employees over the age of 50 who have worked for the same company for decades and possibly reached the top of the career or payment ladder are not only expensive to retain, but could also be in line for huge redundancy payouts when cutbacks are necessary. It is a lot easier, therefore, to bully older employees out of their jobs. Even those who are not earning huge salaries in jobs that require little or no experience may find themselves being targeted because an employer would rather gaze at a pretty face and youthful body each day. This might sound like a shocking and unethical tactic, but it happens.

Sacked For Being Old and Unattractive

In the United States, for example, Kathleen Sullivan, former co-anchor for CBS production "This Morning", was sacked in 1990 for refusing to dye her prematurely grey hair. A network employee said that she was, quote, "old, unattractive and no one wants to look at her anymore." This is an example of ageism and sexism being inextricably linked. You wouldn't see a male presenter being fired for having grey hair or wrinkles would you?

Some of the brightest and most beautiful people I know are well over the age of 50, so isn't it time that society re-defined the parameters of beauty, desirability and acceptability?

The above story demonstrates how ageism in the workplace is not just a British phenomenon. However, despite the worldwide epidemic of ageism and apparent anti-discrimination legislation, how many employers would openly admit to the media that they were biased against candidates and existing employees because of their age? Not many, I don't suppose, but I wish to highlight some examples of blatant ageism that were divulged to me in a social environment outside office hours. Had the gentlemen in question known that I had planned to write about the issue, I don't believe they would have been so forthcoming in their confessions.

Employers Who Admit to Being Ageist

One office manager of a Gloucester-based company admitted that whilst he pretended to adhere to the company policy of "not discriminating against anyone, irrespective of age, race, gender or sexual orientation", he was, "unlikely to employ a woman over the age of 40 - unless she was as well-preserved as Sharon Stone and incredibly sexy". He must have believed his comments to be humorous, because he doubled up with mirth and was joined by a few others in the vicinity. "Fair play to you mate", quipped one, who then added, "I also wouldn't employ anyone who was gay, or any bloke whom I thought was better-looking than me. (Snort!)"

Feeling grateful that I wasn't employed by such a sexist, bigoted swine and refusing to bite back, I then asked calmly, "So what about skills, experience and efficiency? Don't they count for anything?"

"I'm not going to employ a total bimbo", he replied, but I do have to consider my personal needs as well as my business needs don't I? Give me two candidates, both with similar qualifications and skills, but one who is 22 and the other who is 50 and I will go for the younger one every time - provided she's pretty, of course." (Another round of raucous, macho laughter).

Was he just trying to provoke a reaction, bearing in mind that I am 42 and am more Agnetha in ABBA than Sharon Stone? I'm sure there was an element of impetuosity in his comments, but I truly believe that he meant what he said.

I then suggested that perhaps he was afraid that an older woman would be too smart for him, or wouldn't be so easily enticed into his love den.

"If you mean would it be more difficult to charm an older woman, then yes, I suppose you're right. Younger women always suck up more to flattery from the boss, but if it means that I have more of a chance of getting my wicked way - if you know what I mean - then I stand by my right to choose a younger babe."

Older and Wiser

Ah, so what he was saying was that a mature person would actually be more astute than a younger one. A backhanded compliment, I believe.

Was his attitude typical of an insensitive 20-something upstart who had not had the misfortune to be affected by this menacing practice himself? How would he feel if, in the future, he were to find himself discriminated against in the same manner?

"I would undoubtedly be annoyed, but then again life isn't fair is it? I'll worry about it when if and when it happens. Besides, since life is about freedom of choice, I don't feel I should justify the choices that I make. Sod any anti-discrimination legislation."

Threats

When I triumphantly announced that I was a writer and asked Mr Scumbag whether he would be happy for me to mention his name and company in the article, he started babbling nervously like a schoolboy who had been caught in the act of committing some illegal offence.

"I'll have you for libel", he snapped. "You've got no proof other than your own ears."

At that point, I produced a voice-activated dictaphone from my bag, smiled at him and strode out of the bar with my female friend. He made motions to raise himself from his chair and, for a brief moment, I felt like a bunny with a shotgun to its head, Donal McIntyre style. However, one of his drinking partners placed a restraining hand on his shoulder and we left without any act of retaliation.

Employers Who Favour Older Employees

This pleasant chap is not the only employer who openly admitted that he discriminated against candidates because of age, although others had reasons that were not so sinister and actually favoured the more mature employee. One MD of a large PLC admitted that when he was on the hunt for a new PA, he was specifically looking for someone over the age of 45.

"I need a top notch PA who has had at least ten years' experience of working at Senior Board level. In my experience, someone beneath the age of 45 would not have the skills, the experience, the stability, the patience, nor the commitment that I am seeking. I have employed younger PA's who were totally useless, or who always seemed to be dealing with some crisis at home. I am seeking someone who is 100% committed to the role above all else and who is as qualified as some of my top managers, but even more multi-tasking. I offer an excellent salary and benefits' package, but I expect my employees to work damn hard for it."

Are There Any Advantages to Age Discrimination?

Can there possibly be any advantages to this type of discrimination? If there is a positive side to being discriminated against on the basis of age, it has to be that by not being accepted for a role, you are avoiding other problems that would almost certainly arise from working for an employer with such an out-of-touch and unprofessional attitude. You may also avoid having to be bullied out of your job when, according to your employer, you pass your sell-by date. Of course, this is does not prevent bullying happening to older employees who have worked for an ageist employer for a number of years.

If the older employee does not work immediately alongside any other employees who could substantiate their performance, it is a lot easier for the ageist employer to engage in bullying behaviour. If, however, the boss attempts to bully the older employee and there are witnesses who believe that this behaviour is unjustified, there are several courses of action that can be taken and which are highlighted at the end of this article.

Bullying Tactics Used by Ageist Employers

So what strategy is used to bully older employees, particularly when they are performing their role to the best of their ability and to the standard expected by the company? How does an employer bully someone when there are apparently no grounds to do so?

The following list is not exhaustive, but is an example of the common tactics used by ageist employees to bully an employee out of his or her job:

• Making slanderous, belittling, derogatory or insulting comments to, or about, an employee, particularly making reference to, or using terminology that mocks his or her age e.g. "over the hill", "senile", "menopausal", "past it", "old codger" and so on
• Deliberately withholding information or supplying incorrect information that could have a detrimental effect on the employee's performance
• Sabotaging employee's work or deliberately being obstructive in order to impede performance
• Constantly critcising performance, nitpicking or failing to acknowledge a job well done
• Giving the employee the cold shoulder or being deliberately unfriendly and discourteous
• Spying on the employee with the aim of deliberately seeking a reason to sack them
• Withdrawal from specific duties
• Being deliberately awkward when requests for holiday leave, further training or overtime are made

What Should You Do if You are Being Bullied?

• Some people do nothing. Ignoring the bully who taunts and makes unkind comments can sometimes cause them to turn their attentions to someone else. However, when an employer is specifically targeting you because of your age, ignoring him or her may actually exacerbate the problem and will certainly not alleviate it.
• Most importantly, keep a journal of dates, times, places and detailed accounts of bullying incidents, including the names of any witnesses present. If you are able to secretly record conversations to substantiate any accusations you decide to make, even better. A bully will often lie and cheat, but over a period of time they are bound to trip up, so recording events, accusations, criticisms and conversations as they occur can serve as evidence in the future.
• Tell someone - a trustworthy colleague, a friend, your partner, or even your employer's boss, if it is appropriate and assuming that the employer who is doing the bullying is not the owner, the MD, or the Chief Executive of the company.
• Learn to be assertive. This may seem a difficult option if you are essentially a passive person. However, becoming more assertive will not only help you to cope with bullying behaviour, it can assist you in all other areas of communication in your life and help to improve your relationships and your self-confidence. When the bully realises that he or she can't dominate you, you are one step closer to solving the problem.
• Contact a bully support line or an appropriate organisation such as The Commission for Racial Equality or Public Concern at Work for example.
• Write a formal letter of complaint to the bully highlighting what they are doing to you and how it makes you feel. State that although you do not wish to take further action, you will be forced to do so should the victimisation continue. Depending on who is bullying you, courtesy copy the letter to your line manager, or your solicitor.
• Contact your Personnel/Human Resources' Department. Personnel staff are trained to treat employee information and personal grievances in the strictest confidence.
• Many companies have an anti-bullying policy and if they fail to address a bullying problem, you may have a legal case against the company.
• Arm yourself with as much information as possible about the many anti-discrimination acts that may cover your particular situation. The British Employment Law site is an excellent place to start, as is the UK Parliament site.

For More Information:

• Bully Online. By far, the best resource on the Internet
• Workplace bullying - When a co-worker is the target of a boss's abusive behaviour

Books:

Bully In Sight by Tim Field: A comprehensive and invaluable guide to all forms of bullying, with excellent advice on how to combat workplace bullying. Foreword by Diana Lamplugh OBE. Price: £16.90. Signed copies available at: www.successunlimited.co.uk/books/bismain.htm.

About the Author:

Jan Andersen is a Freelance Writer, Copywriter & Editor specialising in articles and features on diverse lifestyle topics and social issues. She has also participated in many TV and radio programmes. Jan also owns and runs five websites; World Writer, Mothers Over 40, Child Suicide, SACS (Surviving After Child Suicide) and Jan Andersen Writing Services. Until recently, Jan had four children aged 20, 19, 17 and 5. Her eldest son, Kristian, tragically took his own life on 1 November 2002. As a result of this tragedy, Jan is writing a book on child suicide entitled, “Chasing Death”.

Jan Andersen may be contacted at www.mothersover40.com or email worldwriteruk@hotmail.com.