Issue link: https://nbm.uberflip.com/i/1479467
7 4 G R A P H I C S P R O • O C T O B E R 2 0 2 2 G R A P H I C S - P R O. C O M B U S I N E S S S T R A T E G I E S W hen we talk about prejudices, we tend to talk about things like racism or sexism the most. Ageism gets men- tioned, but it's kind of an afterthought, a sort of, "Oh yeah, there is prejudice against certain age groups too," but it's prob- ably not a prejudice most people think they have, or one they're working to change or combat. Although ageism can occur against younger people, its primarily impacts older people, which makes sense because our culture is youth oriented. We have tons of lists showcasing the 30 under 30 or the Fiercest Entrepreneurs Under 40, but we don't see a lot of lists showcas- ing the Six Over 60 or the Eight Best Entrepreneurs Over 80. e assumption seems to be that the best days, and the days in which we can contribute the most and make the most impact, occur when we're young, but that isn't necessarily true, and may actually be an assumption that's shortchanging our businesses. AGEISM EXPLAINED To start this examination of ageism and how it may be hurt- ing our industry, we first need to define our terms. Let's begin with what exactly ageism is. Ageism refers to the stereotypes (how we think), prejudice (how we feel) and discrimination (how we act) towards others or ourselves based on age. Ageism CONFRONTING BIAS WHEN DEALING WITH EMPLOYMENT B Y K R I S T I N E S H R E V E Industry IN OUR DEALING WITH