Nearly 80% of older employees say they’ve seen or experienced age discrimination in the workplace, according to the most recent survey by AARP. That was the highest share since the group began asking the question in 2003. Here are some strategies to combat the problem.

Economists tend to believe that workers in their 50s and 60s have a harder time than their younger counterparts finding jobs, keeping them or moving ahead at a company, mostly due to ageism.

Read on to learn how ageism occurs in the workplace, the damaging effects it can have on company culture and how to prevent ageism within your business.

When we understand how age is operating in our companies, we avoid mistakes and limit risk. More importantly, through disciplined thinking and bringing a fresh approach to creativity and innovation, our people can contribute everything they can from their life experiences.

Hiring in this demographic may be the best strategy to build a thriving work culture.

A new global survey concludes that hiring managers may be discriminating against those perceived as less digitally savvy.

Young managers need to learn about generational differences too.

Three ways to improve employee retention among an outspoken generation.

It is frightening how age discrimination and bias against older workers can so easily creep into the workplace and spread across an organization, negatively influencing the workforce.

As the last of the millennials trickle into the workforce, executives must now prepare for a bigger, more complex wave of workers.

In this article, we explore eight common characteristics of Generation Y in the workplace.

Do you want to know what exactly ageism is? How to avoid it? Here’s everything you need to know, plus the industries where ageism is most rampant.

When you have different generations in the workplace, there are some cultural characteristics that you should take into account.

When we understand how age is operating in our companies, we avoid mistakes and limit risk. More importantly, through disciplined thinking and bringing a fresh approach to creativity and innovation, our people can contribute everything they can from their life experiences.

When it comes to job performance, we tend to rate ourselves differently than our younger or older colleagues would.

A new survey finds Gen Z is twice as likely than Gen X to want to be CEO, but more than half want to work that C-suite role from their couch.

Now in their late 40s to 60s, this sizeable generation is beginning to retire and businesses are grappling with a growing ‘knowledge gap’ and ageing workforce.

Here’s how to build a progressive, personalized, and powerful future for your teams from the founder of a digital coaching platform.