Too young…at 45?

I've been vocal about ageism for as long as I can remember. Whether through writing, presentations, fighting my own discrimination battle and even shouting it from the rooftops, my commitment to combating ageism is standing firm. The quest for the mythical fountain of youth remains fruitless for me, as it does for us all, reminding us of the inevitable passage of time that spares no one.

However, a recent experience made me confront ageism from an angle I hadn't expected. Picture this: I'm sitting in a meeting, engaging in a discussion but a little distracted, when suddenly I'm half-hearing a comment suggesting I'm too young to understand or have experienced enough about the topic at hand. At 45, teetering on the edge of 46, the notion struck me as utterly absurd.

I don’t ever remember being told I was too young to do anything since I was a kid, and especially not in a work environment.

And if I had been told that, it has been many, many, many, many years.

I found myself hastily texting a colleague, making sure I had heard correctly. Maybe I had missed something. Lo and behold, I had heard correctly. In that moment I realized that ageism isn't solely the plight of the older generation. I knew it somewhere in the back of my mind, but as I am getting older, ageism-old is more prevalent for me than ageism-young.

This concept has compelled me to broaden my perspective on ageism, recognizing it as a dual-edged sword that cuts both ways. Much as we have confronted sexual harassment not just from the angle of a male harassing a female, but recognizing that these behaviors are more about power and control than just lust. Additionally, this perspective could be applied to any ‘ism.

And this leads us to critical questions…

How do we dismantle the ageist barriers that divide us?

How can we foster a more inclusive environment that values individuals for their capabilities rather than prejudging them based on age?

Here are a few straightforward strategies that can significantly contribute to eradicating ageism in all its forms:

1. Promote intergenerational collaboration: Encourage environments where younger and older individuals can work together, learn from each other, and value the unique perspectives each brings to the table.
   

2. Implement age-inclusive policies: Organizations should adopt policies that actively combat ageism, ensuring opportunities are based on merit and not age.
   

3. Educate and raise awareness: Through education, we can challenge and change the stereotypes and misconceptions surrounding age, highlighting the diversity of experience and ability within age groups.
   

4. Recognize and celebrate achievements at all ages: Acknowledge and celebrate contributions and achievements regardless of the age at which they are made, fostering a culture that values accomplishment over age.
   

5. Encourage lifelong learning and development: Support and advocate for opportunities that allow individuals to continue growing and developing their skills, regardless of their age.
   

6. Never assume experiences based on age:  There are 20 year old and 90 year old CEOs, doctors, pilots, and a million other amazing paths of success. Age is not, and never should be, an indicator of success!
   

As I continue to navigate and expand my voice on this issue, these strategies serve as a beacon of hope and a call to action. Ageism, in any form, is an injustice that undermines the potential and diminishes the value of individuals based on an arbitrary measure. It's time we collectively work towards a more inclusive, equitable world where age is but a number, not a barrier. I look forward to a time when the dream of truly judging people by the content of their character is a reality.