Ageism tops workplace bias concerns in India: Report
Indian professionals are generally trusting of their leadership, but a significant fear of age discrimination persists, topping the list of diversity, equity and inclusion (DEI) concerns, found a new study.
According to the Talent Trends Report by Michael Page India, preventing age discrimination in the workplace emerged as the number one DEI priority for employees in India. This level of concern is particularly striking given that only 13% of all respondents reported having experienced any form of workplace discrimination. However, among the 13% who did report bias, 40% cited age as the main factor, making it the most persistent form of discrimination reported.
Contrary to the belief that ageism only affects older workers, the data shows it is a pervasive issue across all generations, though the impact is felt differently. Among older workers (50s and above), 52% reported experiencing age-related incidents. Among younger workers (20s), a significant 29% of employees also reported age discrimination, which typically manifests as stereotyping or being overlooked due to perceived inexperience. For mid-career professionals--those in their 30s and 40s--there were also reports of high rates of ageism, at 39% and 37%, respectively.
Among those who experienced discrimination, 58% felt it hindered their career progression, 43% felt it hampered salary increases, and 40% were more likely to leave their role.
The concern over ageism is compounded by a broader struggle with workplace inclusion.
"The data shows that 76% of employees feel unable to be their authentic selves at work, and 71% believe their workplace lacks inclusivity. Furthermore, 78% perceive a lack of diversity in senior leadership, suggesting a systemic issue that companies must address by moving beyond surface-level DEI initiatives," said Ankit Agarwala, managing director, Michael Page India.
To mitigate this, the report recommends that companies implement clear strategies, such as fostering intergenerational understanding through programmes like reverse mentoring, and adopting age-neutral hiring practices that focus on skills and potential over years of experience.
According to the Talent Trends Report by Michael Page India, preventing age discrimination in the workplace emerged as the number one DEI priority for employees in India. This level of concern is particularly striking given that only 13% of all respondents reported having experienced any form of workplace discrimination. However, among the 13% who did report bias, 40% cited age as the main factor, making it the most persistent form of discrimination reported.
Contrary to the belief that ageism only affects older workers, the data shows it is a pervasive issue across all generations, though the impact is felt differently. Among older workers (50s and above), 52% reported experiencing age-related incidents. Among younger workers (20s), a significant 29% of employees also reported age discrimination, which typically manifests as stereotyping or being overlooked due to perceived inexperience. For mid-career professionals--those in their 30s and 40s--there were also reports of high rates of ageism, at 39% and 37%, respectively.
Among those who experienced discrimination, 58% felt it hindered their career progression, 43% felt it hampered salary increases, and 40% were more likely to leave their role.
The concern over ageism is compounded by a broader struggle with workplace inclusion.
"The data shows that 76% of employees feel unable to be their authentic selves at work, and 71% believe their workplace lacks inclusivity. Furthermore, 78% perceive a lack of diversity in senior leadership, suggesting a systemic issue that companies must address by moving beyond surface-level DEI initiatives," said Ankit Agarwala, managing director, Michael Page India.
To mitigate this, the report recommends that companies implement clear strategies, such as fostering intergenerational understanding through programmes like reverse mentoring, and adopting age-neutral hiring practices that focus on skills and potential over years of experience.
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