According to AHRI, the Australian economy is losing up to $936 million each day due to poor mental health. The scale of Australia’s mental health challenge is significant. The Australian Bureau of Statistics records that 1 in 5 Australians experienced a mental disorder in the last 12 months. When it comes to those aged 50+, more than 15% have experienced poor mental health.
Excluding major traumatic events, mental health issues can derive from a range of sources including biological, psychological and lifestyle factors. External environmental stresses as well as social and cultural influences can also impact the quality of our mental health, which in the case of people aged 50 and older, points to ageism in general and specifically age discrimination at work, as major influences on mental health.
Research published by The Psychological Bulletin indicates a clear relationship between workplace discrimination and mental health issues. Experiences of discrimination, including ageism, correlate strongly with increased stress, anxiety, depression, and reduced psychological well-being and age discrimination, if it leads to a hostile work environment, can lead to chronic stress and diminished life satisfaction.
Workplace stigma around mental health can exacerbate the problem. Employees who experience discrimination often avoid seeking help due to fear of further stigma, either impacting their mental health further or hampering their recovery. This cycle is particularly severe in workplace environments that lack inclusive policies.
Poor mental health resulting from discrimination can lead to reduced productivity, absenteeism, and even job loss at an individual level. This dynamic not only harms individuals but also imposes a significant cost on organisations.
The studies cited by The Psychological Bulletin, emphasise the need for interventions tailored to reduce workplace age discrimination to help alleviate the conditions of impacted staff members.
In a second study published in The Gerontologist, the researchers drew a direct link between ageism and depression. Midcareer workers who experienced age-related discrimination at work reported significantly higher levels of depressive symptoms. This relationship persisted even after accounting for other factors, for example, reduced job satisfaction and their overall work environment.
The effects of age discrimination reported by The Gerontologist were not short-lived; they contributed to sustained feelings of exclusion, low self-worth, and chronic stress, all of which can exacerbate depression.
In our Voice of Experience survey amongst 1,150 Australians aged 50+, 21.3% reported being discriminated against by their current employer based solely on their age. With a direct correlation between ageism at work and depression, its unsurprising that 1 in 5 people who’d experienced ageism in the workplace also felt alienated from their employer, leading to increased absenteeism, reduced productivity and reduced engagement, undoubtedly contributing to the millions lost by businesses every day.
Beyond individual well-being, ageism also negatively influenced workplace dynamics, potentially extending the reduction in productivity and a greater level of intent to leave the organisation.
Creating a better age inclusive culture aside, there are several initiatives that employers can implement to improve the mental health of their midcareer employees. According to AHRI:
‘Targeted employee wellbeing programs can yield significant financial returns – a 2014 analysis prepared for Beyond Blue indicated a positive ROI of at least $2.30 in benefits per dollar spent on mental health wellbeing programs. This equates to a $3 return in 2023-24.’
Reducing the impact of mental health issues caused by their workplace for employees aged 50+ requires a combination of organisational strategies, supportive workplace policies, and a culture that values age diversity. Key areas of focus should include:
Promoting a culture of inclusion
Challenging ageist stereotypes and providing training to managers and employees to recognise and combat age-related bias. Promoting positive narratives about the skills and contributions of older workers.
Encourage flexible work arrangements
Allowing midcareer employees to adjust their schedules to balance work with personal responsibilities or health needs. For roles in the knowledge economy, remote work can also reduce commuting stress and enhance work-life balance.
Provide mental health resources
Facilitating access to counselling and ensuring that Employee Assistance Programs (EAPs) are inclusive and tailored to the mental health needs of older employees. Offering programs focused on stress management, resilience, and mindfulness, specifically addressing the challenges faced by the 50+ demographic.
Address financial stress
Organisations should offer retirement planning support as well as workshops on financial planning and transitioning to retirement to alleviate financial anxiety. Ensuring policies protect midcareer workers from arbitrary layoffs or forced retirement over and above other age demographics.
Tailor health and wellness initiatives
Offering regular health assessments to detect and manage age-related health conditions early and provide fitness programs designed for older adults, such as low-impact yoga or strength training.
Listen and act on feedback
Regularly survey employees about their mental health and workplace satisfaction, ensuring responses inform actionable changes. Foster an environment where midcareer employees feel comfortable discussing their challenges and needs without fear of judgment or prejudice.
Supporting positive mental health at work for people aged 50+, requires an environment that prioritises well-being, open communication, and inclusivity. Encouraging a stigma-free culture where employees feel comfortable discussing mental health challenges is critical. Regular training for managers to recognise signs of distress, coupled with initiatives like wellness programs and social connection opportunities, can further enhance workplace morale. These efforts will improve productivity, reduce absenteeism, and build a supportive, resilient workforce.
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