Ageism in Poland. How to counter discrimination in the workplace?

What is ageism?

It’s a complex social phenomenon involving simplistic thinking about the elderly (stereotypes), negative feelings toward them and discriminatory behavior. It can manifest itself in various aspects of social life, although not always all forms of discrimination occur simultaneously. Sometimes discriminatory decisions are made without consciously sharing stereotypes. Ageism involves unequal and unfair treatment based on age, often unnoticed, yet common in society. Social norms and habits can make it difficult to recognize this phenomenon.

Is ageism a significant problem in Poland?

Needless to say, ageism is a pervasive issue affecting many societies, including Poland.

In a country where the demographic structure is rapidly aging. The recent projections of STAT indicate that the number of people aged 65 and over is expected to rise from 7,8 million in 2025 to 9,6 million by 2050, according to the “Resident population projection for Poland 2023-2060” STAT report.

Therefore, it is easy to see that addressing ageism has become increasingly critical.

Ageism manifests in various forms in Poland, from subtle biases in hiring practices to explicit exclusion from training opportunities. Older workers face the most significant challenges in the labor market, and those who lose their jobs struggle to find new employment. This situation is exacerbated by negative stereotypes that portray older employees as less adaptable, less innovative, and more resistant to change.

These perceptions contribute to a reluctance among employers to invest in the training and development of older workers, creating a self-fulfilling prophecy where these workers are indeed less up-to-date with current skills.

Polish law vs. ageism

Poland has implemented several laws aimed at combating ageism, including the Labor Code, which prohibits discrimination based on age, and the 2004 Act on Employment Promotion and Labor Market Institutions, which encourages the employment of older workers.

However, the effectiveness of these measures is often questioned. Enforcement of anti-discrimination laws is weak, and many cases of ageism go unreported due to a lack of awareness or fear of retaliation. Furthermore, while government programs exist, their reach is limited, and many older workers remain unaware of the opportunities available to them.

How does ageism affect people?

Beyond the economic implications, ageism has profound social and psychological effects on individuals. Older workers who experience discrimination often suffer from decreased self-esteem, anxiety, and depression. The fear of losing their job or being unable to find new employment can lead to increased stress and a decline in overall well-being.

In Poland, where cultural values often emphasize respect for the elderly, the disconnect between these values and the reality of ageism in the workplace is stark. This discrepancy not only undermines social cohesion but also perpetuates negative stereotypes about aging.

Why is countering ageism important?

Ageism not only affects individuals but also has broader economic implications. Poland is facing a demographic crisis, with a shrinking workforce and an increasing dependency ratio. By sidelining older workers, the country risks exacerbating labor shortages and missing out on the valuable experience and skills that these workers can bring to the table.

Countering age discrimination is crucial not only for social justice, but also for organizational efficiency. Teams made up of employees of different ages can benefit from the advantages of diversity of experience. Older employees bring stability, deep industry knowledge and the ability to handle difficult situations, while younger employees bring fresh insights, innovation and energy.

Creating an inclusive work environment where every employee feels valued and has a chance to grow can significantly improve the company's atmosphere, increase employee retention and contribute to the organization's long-term success.

How can we counter ageism as a society?

Addressing ageism, unfortunately, is not an easy process. It requires a multifaceted approach that involves government action, corporate responsibility, and societal change. First, there needs to be stronger enforcement of existing anti-discrimination laws and more robust support for older workers through targeted training programs and incentives for employers.

Public awareness campaigns are essential to challenge the stereotypes and biases that fuel ageism. These campaigns should highlight the contributions of older workers and promote positive images of aging, helping to shift societal perceptions and reduce prejudice.

What are practical that organizations can take to combat ageism?

Companies should also play a proactive role in combating ageism. By implementing age-friendly policies, such as flexible working arrangements, phased retirement options, and opportunities for continuous learning and development, enterprises can foster inclusive workplace cultures that value age diversity.

When it comes to combating combat ageism in the workplace, organizations should implement specific practices such as:

1. Mentoring and reverse mentoring: Traditional mentoring programs can be supplemented with reverse mentoring, where younger employees share knowledge of modern technologies or trends with more experienced colleagues. Such knowledge sharing fosters team integration and breaks stereotypes.

2. Inclusive hiring practices: Employers should avoid age bias when recruiting, focusing on candidates' skills and potential, not just their work experience.

3. Safe reporting culture: Companies should have clear policies on reporting discrimination, and employees should feel safe to report such situations.

4. Workplace flexibility: Taking into account the diverse needs of employees according to age, such as through flexible working hours or different forms of employment, can significantly increase job satisfaction.

5. Employee surveys and dialogue: Regular employee surveys and open dialogue about age-related issues can help identify and eliminate discrimination.