What the f*ck will it take for ageism to end?
Following Ageism Awareness Day earlier this week, Sue Parker, owner of Dare Group Australia, asks when the media industry will do better.
I’m starting to question if the battle to squash ageism is winnable, let alone likely to improve. Nothing has changed and this week I am beyond disappointed, pissed off and demoralised.
Perhaps disparate timing to feel this way given it was Ageism Awareness Day on Wednesday and the Australian Human Rights Commission released the ‘Shaping Perceptions: How Australian Media Reports on Ageing’ last week.
I’ve been a challenging media voice on ageism for many years and wrote ‘Ageism, everyone is to blame. So let’s stop the bullshit shall we?‘ but that bullshit spilled over the top of my tolerance barometer. I’m not alone in being incredibly disillusioned, but fear of retribution will keep many silent and/or concerned to protect their status quo of power.
Definitely an industry that makes anyone over 32 feel past their use by date and values youth (providing you come from the right background) over any other skill. I saw a comment on another similar article that said “Maybe you just accept that it will only ever be a short-term career and plan your next move” or something similar. I’ve seen many accomplished, experienced colleagues that I looked up to over the years suddenly get performance managed out the door and thrown on the scrap heap, far too young to retire but too old to get a job elsewhere in the industry.
The difference between ageism and other forms of equality like gender and sexuality is that there is basically no one in industry over the age of 45, so there are very few people to champion it as an issue.
The young people who populate our industry certainly don’t care about it because it doesn’t affect them, until it does.
at 63 years of age and still in agency land, ageism is rife across all age demo’s. Hiring for skills and capability gets lost in hiring for budget – what we can afford rather then who we can afford. I hire for skill, capability and experience whether you are 25 or 55. Race, Age or Religion doesn’t and shouldn’t enter into the equasion. Lack of HR is letting this industry down.
The agency’s willful ignorance towards ageism highlights their hyopcrisy when it comes to diversity. Why? I suggest mostly because it’s an unfashionable ‘ism’. It’s also expensive for agency models to support.
It’s far better for the bottom line to have 3 juniors who are wide-eyed and enthused about free lunches with partners and rock the boat. Vs the experienced professional who asks hard questions.
This is an interesting debate that’s been going around for a while. The problem is not just age, it’s agencies.
The model built many years ago is diminishing before our eyes. Free To Air is dying and along with it go the agencies that craft TVCs. In their place come new smaller production houses pumping tonnes of cheap content, sprayed across every digital landscape.
Those who don’t adapt perish. Or end up on Gruen.
Pffft. Ageism is dying.
Until clients start paying agencies more this is never going to be improved. This leads us to sadly overwork and underpay junior staff, who are much more accommodating of this than an experienced staff person. It’s not the right thing but it is pure economics of our industry.
This advocacy position is confusing… Clearly, ageism is bad and leads to poor employment, mental health and other health outcomes. There is much evidence to support this and it does not appear to be in question. However, the author separates the groups experiencing these issues – Me too, mental health, etc. – and in doing so, reduces the strength of their argument.
Ageism does not happen in a vacuum and instances of discrimination are often linked to other characteristics, or are ‘intersectional’ in nature. Older age is often negatively associated with disability, which is informed by both ageism and ableism. Younger women experience disproportionate rates of sexual harassment which is linked to their age and gender at a minimum. Young men are often discriminated against in real estate and government services, if you consider the rates of drivers licenses that are declined on the first attempt for young men compared to young women, or the rates of refusals for households of young men in the rental market. The list goes on.
Having a siloed approach to ageism – one where it is a separate issue to sexism, ableism, racism, etc., and issues of young people and older generations are grouped together is clearly ineffective as the key actors are not taking note. Perhaps consider an intersectional approach to future advocacy.
Unfortunately as the entire industry is now focusing on getting maximum return on every dollar it is quickly becoming obvious that it is easier to churn out the higher paid employees with new entrants or grads.
This is backed up by comments from heads of investment at holdcos sitting on panels and making comments like ‘I’ve never met a publisher who won’t move on rates when they will potentially lose business’.
Ageism is alive in the industry and the “silent exits” will continue to get costs down and many larger agencies are prepared to bring in the lawyers if accused. Settlement payments and Deeds of Release keep it all neat and tidy… and unseen. Leaders duck. No one asks these ageism victims RUOK?
No one asks these ageism victims RUOK?
I put that question out last month .. as its a critical one to ask
https://www.kochiesbusinessbuilders.com.au/ruok-with-hiring-practices-which-cause-harm/