Advertise

Advertise

Combating ageism bias in the workplace

 

With over 10 years-experience in the corporate field, Emmah Kithinji, 34, is a seasoned tax professional and trainer, a corporate governance advocate and a passionate social impact synergist.

She is currently undertaking her PhD in Business Administration. Emmah bagged her MBA in Strategic Management from the University of Nairobi and holds a Bachelors of Commerce from Jomo Kenyatta University. She is a corporate governance and policy enthusiast having trained on the subject, earning her an opportunity to serve on several boards.

In 2016, she established a movement; Badilisha Mentality, which means ‘change your mentality’ to inspire and motivate generation Z. This is what gave birth to her blog, where she continues to share her nuggets of gold.

In 2020, she co-founded Women in Public Service Kenya with an aim of redefining the image of public service. She brought together six other co-founders, young women in public service, to start the movement. The group also focuses on inter-generational mentorship, among others.

In 2021, she founded Beyond The Covers Book Club with an aim of empowering a generation that reads. The objective of the club is to deliver 47 containers of books in 47 counties.

Her eye on corporate governance, training and how she engages the younger generation has made her attract podcast conversations and get invites to speaking engagements.

Board experience

Vunja Kimya Foundation- Board member (2020-to date)

Women on Boards Network Kenya- Committee Member (2019- to date)

Women in Public Service Kenya- Co -founder (2020 – to date)

Nabo Rotary Club IF – director public relations and communication- board member (2021)

What has been your experience with ageism in your role as a board member under 40 and especially as a woman?

For a woman, you have to climb the highest mountain to be heard. I am lucky to serve on Women on Boards Network, where we have women who are conscious of these facts. However, that does not mean I haven’t experienced ageism.

Would you say older workers are blocking new workers?

If your plan for career progression begins and ends with waiting for your boss or the older generation to retire, then yes, the ageing workforce is going to be a bit of a problem for you. But if you are open to lateral movement, reskilling in new technologies and embracing the new opportunities that an expanding economy presents, then older workers are no threat to you.

We are in disruption era — an era of free information. You can literally build your brand form scratch online in any profession.

What do you think is an ageist view in the workforce?

It is a topic that is being talked in hush tones. However, with organisations being more aware of sustainability, diversity and inclusion, then we are heading somewhere. The earlier organisations adopt inclusion, the easier it will be for them and the country at large.

Are there things employers can do to help educate people that some perceptions of older workers are wrong?

Recognise stereotyping and avoid making assumptions.

Offer training and promotional opportunities. It's beneficial to provide continual coaching and instruction as well as a chance for employees to review their learnings on a frequent basis.

Check social cues in the workplace. It's also crucial to keep an eye out for social indicators at work. Birthday greetings that make jokes about old age and mentions of senior moments while sometimes done with affection and in a funny way can indicate a bias towards older workers.

Use an open door policy with employees. Combating ageism in the workplace requires creating a safe environment where employees feel comfortable discussing issues and engaging in polite dialogue.

Building trust, demonstrating similarity, and breaking generational barriers that can arise unintentionally are all benefits of cultivating open channels of communication.

Implement mentorship programmes. Taking the initiative to build an organisational culture that fosters connections among people, regardless of differences, will have a noticeable impact on growth, retention, engagement and innovation, eventually propelling the company forward.

Are there things older workers could or should be doing that could help change perceptions about blocking and succession?

Collaboration is the name of the game.

The attitude of how we can work together — is there a win-win situation we can create?

Governments and businesses must use a life-course approach to policy development in order to promote employee happiness and well-being. This will humanise occupations and make economic involvement more egalitarian.

Embracing the multi-generational workforce acknowledges the contributions of all companies, with older workers offering their wisdom and life experiences to balance the talents of younger workers, who are often more tech savvy and have more recent education and skills.

This multigenerational workforce allows for re-skilling and empowerment of workers, allowing them to be productive at all phases of their lives. The future of work will take a more inclusive approach to its workforce's lifetime learning, benefiting from their increased longevity

Will we see less ageism in the workplace, and why should we?

These days organisations are realising the societal and economic benefits of a diverse and inclusive workforce and are going out of their way to stamp out unfair and out-of-date employment practices.

In this disruption era, we must see this addressed. You cannot stop an idea whose time has come.    BY DAILY NATION    

No comments

Translate