‘I have the liberty of my work’: Amitabh Bachchan’s statement highlights the issue of ageism in today’s workforce

Amitabh Bachchan, at the age of 81, is still among one of the most bankable and sought-after superstars in the Hindi film industry. As the veteran actor gears up for the release of his upcoming film Vettaiyan alongside Rajnikanth and Fahadh Faasil, along with the 16th season of the TV game show, Kaun Banega Crorepati, he took to his blog to address questions about continuing to work at this age. 

He remarked, “They keep asking me on set of work… the reason for me to be working… and I have no answers for this, except it’s another job opportunity for me… what else could possibly be the reason… others have their own assessment of occasions and conditions, and often like to exercise their model to be prime… wear my shoes, and find out… maybe you are right… and maybe not… you have the liberty to have your conclusions and I have the liberty of my work,”

His remark sheds light on the pervasive stereotypes and biases that older workers often face, challenging the notion that age is a barrier to capability and productivity. Gurleen Baruah, occupational psychologist and executive coach at That Culture Thing tells indianexpress.com, “Ageism, whether directed at older or younger individuals, is a pervasive issue in today’s workforce. These biases and stereotypes are often implicit, meaning they are hidden and not always recognised by those who hold them.”

Common stereotypes and biases that older workers face in today’s workforce

For older workers, Baruah states, common stereotypes include “the assumptions that they are less tech-savvy, less adaptable, or not as competent as their younger counterparts.” However, these perceptions are misleading and rooted more in age-based prejudice than in reality.

The truth is that it’s not age, but an individual’s openness to learning and adaptability that determines their competence.  

Another common bias is the perception that older workers are less productive or energetic, Baruah says, which can result in them being assigned less demanding tasks or passed over for leadership roles. “However, productivity and energy levels are influenced by factors such as motivation, job satisfaction, and work-life balance, rather than age alone.”

The truth is that it’s not age, but an individual’s openness to learning and adaptability that determines their competence. (Source: Freepik)

How can older workers continue to demonstrate that age does not hinder capability or productivity?

According to Baruah, “To continue demonstrating that age does not hinder capability or productivity, it is essential for older workers to adopt a growth and learning mindset. Research in neuroplasticity, particularly by Carol Dweck, has shown that the brain is adaptable and capable of learning new skills at any age. This concept of neuroplasticity reinforces the idea that competence can be developed over time with focus and effort.”

Older workers can further demonstrate their ongoing relevance by actively engaging in professional development opportunities, whether through formal training, online courses, or attending industry events, mentions Baruah.  

Another effective strategy is reverse mentoring, she notes, where older employees partner with younger colleagues to learn new skills, especially in areas like technology or social media. This practice not only helps older workers stay current but also fosters intergenerational collaboration and breaks down stereotypes. 

Moreover, maintaining physical and mental well-being is crucial. Regular exercise, proper sleep, and stress management contribute to sustained energy levels and cognitive function, ensuring that older workers can perform at their best.

Some strategies that companies can implement to combat ageism

To effectively combat ageism and promote an inclusive environment for employees of all ages, companies need to design and implement robust DEI (Diversity, Equity, and Inclusion) mechanisms.

Baruah informs, “One of the first steps in addressing this is to ensure that hiring, promotion, and evaluation processes are based on objective criteria that prioritise skills and experience over age.”

Additionally, organisations should take active responsibility for fostering intergenerational collaboration, she says. “This means creating teams that deliberately combine the experience and wisdom of older employees with the fresh perspectives and new skills of younger employees.”

Regular unconscious bias training is another critical strategy. These workshops can help employees at all levels become more aware of their implicit biases and stereotypes, including those related to age.

Furthermore, companies should create policies and practices that support lifelong learning and development for employees of all ages. This might include offering continuous training programs, mentorship opportunities, and career development paths that encourage older workers to keep learning and growing within the organisation.

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