Based on the Age Implicit Association Test, implicit attitudes toward age are shaped by societal stereotypes and unconscious associations. The Age IAT usually reveals a preference for younger people over older people, as reflected in response times that associate youth with positive traits and age with negative traits, even among older adults themselves.
After taking the Age IAT, my result suggested an automatic preference for younger individuals over older ones, consistent with the majority of test-takers nationally. This came as a reminder that cultural messages about youth and vitality have a pervasive, subtle influence, embedded in the ways we unconsciously connect age with ideas of competence and positivity. Recognizing this bias is important, as it does not represent a conscious choice but rather a reflection of learned associations from media, social interactions, and workplace norms.
Implicit age bias can strongly affect the reliability and validity of selection processes. Reliability depends on consistent evaluation, but unconscious ageism can cause interviewers to repeatedly favor younger candidates, or undervalue older ones, especially for roles perceived as better suited for the young, such as fast-paced environments or tech-focused positions. Validity is compromised when decision-makers discount experience or skills simply due to age, rather than an objective assessment of abilities. Age-related bias may skew hiring or promotion decisions, passing over qualified older candidates or misjudging younger individuals, ultimately leading to missed opportunities and homogeneity within organizations.
One effective strategy to counteract implicit age bias is to implement structured, skills-based assessments in selection processes. By focusing on objective, measurable criteria rather than subjective impressions, organizations can better ensure fair and consistent evaluations. Personally, committing to regular self-reflection, seeking feedback, and staying aware of unconscious age-based assumptions can foster more equitable judgments. Additionally, advocating for and participating in age-diversity training programs can raise awareness and foster inclusion across generations in the workplace.
Age AIT: https://implicit.harvard.edu/implicit/Study?tid=-1