- Don’t use coded words in ads. Terms in a job ad like “digital native” are equal to “younger person.”
- Be careful when interviewing. If you’re uncertain about a person’s qualifications, ask job-related questions, like “Are you comfortable with social media?” Do not ask things like, “So, when did you graduate high school?”
- Don’t stereotype. Don’t assume that age is a barrier to learning new skills or tackling a technical project. Many older people take to new technology just as easily as younger people.
- Don’t push retirement. Being older doesn’t necessarily mean retirement for a lot of people. If you start nudging an older employee toward retirement, you’re creating a problem that could backfire, legally.
- Watch your words. Aside from, “Okay, Boomer!” you need to watch ageist remarks like, “Back in your heyday,” and other comments that can make an older worker self-conscious.
If you’re facing a lawsuit regarding age discrimination against an employee or former employee, find out more about how to mount a successful defense.