I recently stepped into an organization to conduct a Training Need Analysis (TNA), expecting to find gaps in technical skills or software proficiency. But as I sat down with the teams, I realized I wasn’t looking at a “skills” problem—I was looking at a culture problem hidden in plain sight.
What I witnessed was a series of “unwritten policies” fueled by Unconscious Bias, and it was fascinating and heartbreaking at the same time.
The Generational “Squeeze”
As I dug deeper, I noticed a strange, contradictory pattern in how responsibilities were handed out:
1. The Sidelined Seniors: I met older members who had performed at an “ace” level for years. They were ready and willing to take on high-impact tasks like traveling for clients or designing complex presentations. Instead, they were being “protected” or bypassed, as if age had suddenly made them less capable of innovation or energy.
2. The Excluded Youth: On the flip side, the younger talent was being kept at arm’s length from the decision-making table. While they were the only ones invited to technical training, they were deemed “too green” to draft business proposals or handle critical emails.
3. The “Middle-Age” Leniency: Even health was viewed through an age-tinted lens. A middle-aged employee taking sick leave was met with empathy, while a younger employee doing the same was often met with scrutiny and a lack of leniency.
The Danger of the “Unwritten Policy”
When I sat down with the HODs to discuss these findings, the response was a revelation. They weren’t being malicious; they genuinely didn’t realize these patterns had become part of their “culture.”
“That’s just how we’ve always done it,” was the common refrain.
This is the silent killer of productivity: Unconscious Bias. When we make assumptions about someone’s capability or reliability based on their age rather than the specific situation, we create a Diversity and Inclusivity (D&I) vacuum.
The Real Cost
The impact isn’t just a line on a HR report. It’s visible in the demoralized eyes of a senior who feels obsolete and the frustrated energy of a junior who feels like a glorified intern. It hammers productivity because the right people aren’t in the right roles—they are in the “age-appropriate” ones.
A Call for Situational Leadership Diversity is a fact, but Inclusivity is a choice
We need to move away from age-based assumptions and toward Situational Leadership.
To my fellow leaders and stakeholders: Have you audited your “unwritten policies” lately? You might be surprised at the biases holding your best people back.
Let’s build a culture where opportunity is based on the situation, not the age.
What’s an “unwritten policy” you’ve noticed in your career that needs to be erased?
#DiversityAndInclusion hashtag#UnconsciousBias hashtag#LeadershipDevelopment hashtag#WorkplaceCulture hashtag#TNA hashtag#InclusiveLeadership hashtag#POSHTraining hashtag#Corporatetraining
