Apparently, ‘Youngism’ Is a Thing Now and It’s a Huge Problem for Gen Z at Work
A new kind of workplace bias is emerging — and it’s aimed at the youngest employees. Gen Z professionals are entering the workforce eager to learn and contribute, yet many say they’re being dismissed or underestimated simply because of their age. “Youngism,” the discrimination against younger workers, is making it harder for them to be taken seriously or given real opportunities to grow.
The New Face Of Age Discrimination
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A growing number of Gen Z employees say they’re being judged as unreliable, lazy, or disloyal before they even get a chance to prove themselves.
Surveys show that over half of employers believe young workers aren’t “job-ready,” often citing a lack of communication skills or social adaptability. In one report, a third of employers described young applicants as “overly sensitive,” and one in ten admitted to rejecting candidates because of their age.
This generation’s struggle stems from timing. They started careers during a pandemic, trained remotely, and joined offices where mentorship often happens on chat platforms instead of face-to-face. Yet they’re still held to outdated standards of “paying dues” and “earning stripes.”
A Vanishing First Rung
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Entry-level jobs are disappearing across industries. Positions once designed to train newcomers now require several years of experience, which leaves many graduates stranded. Since 2022, early-career employment has dropped by around 16 percent compared to older workers. Internship programs are also less reliable stepping stones, with only about half of interns in 2024 securing full-time offers, the lowest in more than five years. Current U.S. workplace age-bias laws apply only to people over 40, so Gen Z has little protection.
This shortage of beginner roles creates long-term ripple effects. Companies lose their training pipelines, and when turnover hits, they’re forced to hire externally at higher costs.
The Society for Human Resource Management estimates that hiring a single employee now averages about $4,700, often much more for technical roles. Skipping investment in young talent may save money today, but guarantees a skills gap tomorrow.
Misread And Mismanaged
Older coworkers often misinterpret Gen Z’s boundaries and desire for work-life balance as disengagement. Surveys show this generation is ambitious, with nearly 60 percent running a side hustle or freelance project, and most valuing continuous learning.
Their challenge lies in alignment. They want purpose-driven work and flexibility, yet many offices still reward presenteeism instead of results.
The Culture Problem Hiding In Plain Sight
Workplaces still equate experience with competence, and that’s where bias starts. The assumption that youth equals inexperience keeps younger voices out of meaningful decisions. Research by NYU and Wharton has found that explicit bias toward younger adults now exceeds that toward older ones.
The shift shows how much harder it’s become for early-career professionals to gain trust and authority. The broader impact extends beyond career frustration. Many Gen Z workers are postponing home ownership, starting families, and other milestones because of unstable income and limited progression. The economic strain is deepening.
Rewriting The Rules
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Fixing youngism starts with practical changes. Companies can post realistic entry-level roles, build transparent internship pipelines, and launch modern apprenticeships that mix learning with hands-on experience.
Training managers to give structured feedback and show consistent respect goes a long way, too. Workplace culture matters most because when leaders include young workers in problem-solving and listen to their ideas, engagement improves for everyone.
Gen Z wants to contribute and grow, not be sidelined. Investing in them makes business sense and strengthens teams for the long term. Ignoring youngism risks damaging the future of the workforce.