Adultism
Prejudiced thoughts and discriminatory actions, such as treating someone as weak or unintelligent because they are not adults; usually those of older persons against younger persons.’
Why Is Adultism Important?
Adultism can affect how young people are treated, whether their opinions are taken seriously, and how much influence they have over decisions that affect them. Recognising adultism helps people understand how age-based assumptions can lead to unfair treatment.
Adultism may involve:
Dismissing opinions by assuming younger people lack the knowledge or experience to contribute meaningfully.
Making unfair assumptions about someone's intelligence, maturity, or ability based solely on age.
Limiting participation by excluding younger people from discussions or decisions that affect them.
Using authority unfairly by expecting unquestioning obedience instead of encouraging respectful communication.
Adultism in the Workplace
Adultism can also appear in professional environments, particularly when younger employees, apprentices, interns, or new team members are treated as less competent because of their age.
For example, a young employee may suggest an improvement during a team meeting, only to have their idea dismissed because colleagues assume they lack experience. This response reflects an age-based assumption rather than an assessment of the idea itself.
Recognising ageism in workplace interactions can help organisations promote fairer treatment across age groups. This includes:
Evaluating contributions fairly by considering the quality of an idea rather than the age of the person presenting it.
Encouraging participation by giving employees at different career stages opportunities to share their perspectives.
Avoiding age-based stereotypes about competence, maturity, reliability, or professional potential.
Supporting respectful communication by ensuring that experience and seniority do not become reasons to dismiss others.
How Can Organisations Address Adultism?
Organisations can reduce age-based assumptions by establishing clear expectations for respectful behaviour and ensuring that employees have fair opportunities to contribute.
Practical steps include:
Providing team training that helps employees recognise age-related stereotypes and assumptions.
Encouraging managers to consider feedback and ideas from employees at every career stage.
Applying workplace standards consistently rather than making assumptions based on age.
Addressing dismissive or disrespectful behaviour when it occurs.
Addressing adultism does not mean ignoring differences in experience or responsibility. It means recognising that age alone does not determine someone's ability, knowledge, or value.
Build a More Respectful Workplace
Recognising adultism is one step towards creating a workplace where people are treated fairly and their contributions are taken seriously. UNLRN's diversity and inclusion training can help organisations identify harmful assumptions, improve awareness, and encourage more respectful interactions.
Explore workplace inclusion training by UNLRN to help your organisation challenge stereotypes and foster a culture of respect.
Personal accounts
“[Adultism is] teachers and parents believing they’re right solely because they are adults and no other reason. ”
