Age Ain’t Nothing but a Number: Busting Myths About Ageism in the Workplace

Aaliyah said it best back in the ’90s: age ain’t nothing but a number. Yet in today’s Ageism in the Workplace, age often becomes more than a number—it turns into an assumption, a stereotype, even a barrier.

A client recently shared a story that made me pause: her millennial supervisor casually assumed that when it came to AI, their older colleague was “out of the loop.” The supervisor even joked about “teaching grandma the chatbot.” The colleague, with decades of experience and more than a little tech savvy, quietly fumed.

Here’s the thing: that stereotype is flat-out wrong. Boomers aren’t inherently tech-averse. In fact, I’ll out my own family here—my mum knows more about some AI tools than I do. She experiments, critiques outputs, and reminds me (often) that experience and curiosity go hand in hand.

So why do we keep tripping over ageist myths in the workplace? And what can we do about it?

The Canadian reality on ageism

The numbers don’t lie:

• About 25.6% of Canadians who reported discrimination at work said it was due to age (StatsCan).
• Nearly half of Canadians (48.4%) say they’ve personally experienced ageism in some form (Government of Canada).
• An estimated 60% of Canadians aged 45+ report experiencing age discrimination in the workplace (Lloyd Sadd).
• Only 54% of Canadians say they’re familiar with the concept of ageism—17% admit they don’t know what it is (Ipsos).

Translation? Ageism is alive and well in Canada’s workplaces. And often, it hides behind “harmless jokes” or assumptions about who’s tech-savvy, who’s committed, or who’s ready for promotion.

Myth-busting: Boomers and AI

“Older workers can’t handle new tech” is one of the most common stereotypes. It’s also one of the laziest.

• Curiosity doesn’t retire. Many older professionals dive into AI tools with more patience and critical thinking than their younger peers.
• Experience amplifies tech. Pairing decades of domain knowledge with AI often surfaces insights that younger workers might miss.
• Access, not ability, is the barrier. Many older employees are left out of training or new projects—not because they can’t do it, but because assumptions prevent them from being invited.

Learning doesn’t have an expiry date. If anything needs upgrading, it’s the assumptions—not the people.

But let’s be fair: ageism cuts both ways

Younger workers get hit with stereotypes too. Millennials are branded as “lazy” or “entitled,” while Gen Z is accused of “slacking off” or lacking commitment. These myths are just as damaging.

The truth? Every generation brings something valuable to the table—whether it’s fresh ideas, institutional knowledge, adaptability, or tech fluency. Writing off someone because of their age—whether too old or too young—shrinks the talent pool for everyone.

What to do if you’re facing ageism at work

Here are a few practical strategies to tackle bias head-on:

• Show receipts. Keep a running list of ways you’ve used AI, tech, or new systems to add value. Drop these casually in conversation to counter assumptions.
• Flip the script with humor. “Funny you say that—my mum actually walked me through this tool last week.” Humor disarms, but still makes the point.
• Lean into reverse mentoring. Offer your experience in exchange for learning something new from a younger colleague. Everybody wins.
• Document it. If the bias is ongoing, keep notes. You’ll need them if you escalate.
• Use your rights. Age discrimination is illegal under the Ontario Human Rights Code and similar legislation across Canada. Don’t be afraid to use policy as backup.
• Frame it as team impact. Instead of “that hurts me,” try “that assumption limits what this team could achieve.” Bias is everyone’s productivity problem.

Final word

Age isn’t a skill set. It isn’t a performance metric. It’s just… a number. What actually matters in the workplace are curiosity, contribution, and competence.

So the next time someone assumes your age defines your abilities, channel a little Aaliyah: smile, drop a quick example that proves them wrong, and remind them that stereotypes are so last season.