CA ANZ’s 2025 Members Diversity, Equity and Inclusion Survey Report identified ageism as the most common form of discrimination in the accounting profession. While the research shows most members feel they are valued and belong, and that both those factors are strongly correlated with job satisfaction, not everyone has the same experience of inclusion. Nearly one in five respondents (18%) reported observing age-related negative behaviour or discrimination at work in the past five years, while 12% experienced it firsthand. Although discrimination related to age is more common among older respondents, especially in Australia, there is also a notable increase among younger respondents in Australia, largely driven by women aged 18 to 34 who reported such experiences.

“Ageism is insidious and often overlooked as a form of discrimination prevalent in the workplace and in employment practices,” says Dr Catherine Rickwood, a specialist in ageing, age diversity and workplace transformation. “While gainfully employed, a person’s age seems irrelevant. Yet, if a person at 45 or 50 years old accepts a redundancy package, they may struggle to find another role.” 

The assumption that employees will want to retire at 60 or 65 can limit opportunities for training or gaining experience across different departments.

“In fact, some people need to work longer for financial reasons,” says Rickwood. “For others, the purpose, meaning and social connections that come with paid work are crucial to their overall health and wellbeing.”

Too young for consideration

As evidenced by the survey findings, ageism isn’t limited to the later stages of a career. 

“I’ve been told that I should wait for a certain number of years before I applied for higher roles or further educational development, as I wasn’t well suited due to lack of experience,” says Josephine Ng CA, chair of the NSW Young Chartered Accountants Panel. “I’ve also been told I’m too young to understand a joke or conversation, or that someone wished they were young like me and didn’t have to worry about the things that bother them.”

Monique McKewen CA, a business adviser at the Dunedin accounting and advisory firm BB&S, was appointed as one of the firm’s directors while still in her 20s. 

“Rising through the ranks more quickly than most of my peers was challenging at first, as was managing people who had previously trained me,” she says. “I realised I had to work harder to earn respect, particularly in external settings. For example, when I meet a client for the first time, they often assume that the older person in the room is the more senior.”

Challenging stereotypes

Stereotypes manifest in two ways – how we perceive others and how we think of ourselves.

“At work we either consciously or subconsciously make assumptions based on a person’s age and look for attitudes or behaviours that support our beliefs – what’s commonly known as confirmation bias,” says Rickwood. “Self-directed ageism occurs when we embody our ageist beliefs by applying ideas about what we should be doing at any particular age to our own lives, including when and how we should retire.”

Many stereotypes relating to age are deeply embedded in our culture and reinforced by the media – for example, that older people find it hard to relate to younger generations because they think they know it all and are attached to past ways of doing things.

“Ageism is the only form of discrimination with the potential to impact everyone,” says Rickwood. “For individuals who already experience micro-aggressions due to gender, culture, sexuality or disability it’s a double whammy of discrimination.”

Wide-ranging impacts of ageism on business

Despite the well-publicised shortage of accounting skills, some firms are losing deep knowledge and expertise by easing out older workers.

“When organisations limit employment opportunities based on age or any other form of discrimination, they’re unlikely to represent the communities they serve,” says Rickwood. “They’re missing out on the chance to understand and satisfy the needs of a broader population.”

Failure to recognise the potential of younger employees can also rob organisations of fresh ideas and innovative perspectives.

“Graduates are like sponges,” says McKewen. “They’re hungry for knowledge and, as they have a learning mindset, they’re quick to pick up new skills.”

Ng believes that young people’s soft skills, such as resilience and adaptability, can improve workplace morale and encourage a more collaborative approach.

“They also tend to be more purpose driven and factoring in societal issues such as corporate social responsibility can contribute to well-rounded decision making,” she says.

Effective strategies for reducing ageism in the workplace

Rickwood recommends several steps organisations can take to reduce age-related bias and create more inclusive workplaces, including:

• Reviewing HR policies and practices, and briefing recruiters to ensure there are no age restrictions within the hiring process
• Offering progressive employment opportunities that include intergenerational job sharing where, for example, someone returning from parental leave shares a role with an older person, both now preferring to work part-time 
• Introducing management training to support younger and older people to work together in non-traditional hierarchies – for example, a younger person managing older team members.

Ng recommends:

• Ensuring each appointment is objective and based on merit, by providing a clear position description of the skills and competencies required for the role
• Providing education about the meaning of ageism, and what to do if you see or experience age-based discrimination
• Establishing intergenerational mentoring to broaden the perspectives of both parties as they share knowledge and experience.

In addition, McKewen recommends using inclusive language and shares an example of how well this can work.

“A few years ago, our managing director, Christine McNamara, decided everyone should have the title of business adviser,” she says. “As well as removing the traditional hierarchy in accounting, this helped to reduce ageism. Our graduates are out meeting clients from day one, which builds their confidence exponentially.”

Download guidance on inclusive language

The language we use plays a critical role in either perpetuating or preventing stereotypes. CA ANZ’s Inclusive Language and Communication Guide offers clear guidance on terminology that is inclusive of all ages at work. Download the guide here.