Understanding Microaggressions Around Retirement

In today’s workplace, diversity is more than just race, gender, or ethnicity—it also includes age. While we often discuss discrimination and microaggressions relating to various identities, age-related biases, specifically around retirement, can create uncomfortable and exclusionary environments. Let’s take a look at a common but subtle scenario to unpack why this matters.

A Conversation with Underlying Bias

Imagine two colleagues—one older, one younger—discussing an upcoming project. The older colleague, excited to share their weekend plans, mentions an outdoor adventure or a hobby they’ve been pursuing. The younger colleague, with good intentions, assumes these activities must be retirement-related and casually asks, “Are you planning for retirement soon?”

The assumption may seem harmless, but this interaction subtly communicates an underlying bias that older employees are expected to retire or disengage from their careers. In this case, the older colleague may feel dismissed or underestimated, even if they are nowhere near planning for retirement. This type of assumption is a form of microaggression, a subtle yet harmful expression of ageism.

Understanding Microaggressions and Ageism

Microaggressions are small actions or comments that can have a big impact, often reflecting underlying stereotypes or biases. In the context of retirement, these comments can reflect ageism—the belief that older employees are less capable, less adaptable, or nearing the end of their careers.

In the above scenario, the comment may have been unintentional, but it still sends a message: “You’re old, and your career is winding down.” These types of microaggressions contribute to a culture where older employees feel less valued, affecting both morale and productivity.

The Reality of Retirement Stereotypes

Not every older employee is planning for retirement—many are actively engaged in their work, bringing valuable experience, insight, and leadership to their roles. For some, the concept of retirement may not even be on the horizon. Others may choose to work well into later stages of life, finding purpose and enjoyment in their careers. Assuming someone is planning for retirement based solely on their age dismisses their contributions and potential.

Fostering Respectful Conversations Across Generations

To create a more inclusive workplace, it’s important to address age-related microaggressions head-on. Here are a few tips to foster more respectful communication:

• Avoid Assumptions: Don’t assume an older colleague’s life stage or career plans. Let them guide conversations about retirement or future plans when they feel comfortable.
• Focus on the Individual: Rather than centering conversations around age, focus on the individual’s contributions and ideas. A person’s worth in the workplace is not tied to their age.
• Acknowledge Microaggressions: If you catch yourself or a colleague making an age-related assumption, address it. A simple “I’m sorry, I didn’t mean to make assumptions about your plans” can go a long way in promoting understanding.

Why This Matters

Age diversity is crucial for innovation, mentorship, and collaboration. A culture where all employees—regardless of age—feel respected and valued leads to better engagement and productivity. Avoiding retirement-related microaggressions helps prevent the marginalization of older employees and reinforces that they are integral to the workplace.

Fostering a workplace culture that honors each employee’s experience, free from assumptions, ensures that all generations can contribute fully, creating a more inclusive and dynamic environment.