As workplaces become increasingly age-diverse due to demographics shift toward an
aging population, organizations face growing challenges in addressing age-related
discrimination. Age-related microaggressions (i.e., subtle verbal or behavioral slights
that convey derogatory, hostile, or negative messages based solely on age) are
particularly difficult to manage due to their ambiguous nature. Research indicates that
such experiences can erode psychological resources (e.g., self-esteem) and work-related
outcomes (e.g., job satisfaction, work volition) critical to maintaining long-term
sustainable work environments. Nonetheless, there remains considerable uncertainty
around how, when, and why these behaviors are perceived as offensive, which hinders
efforts to address and mitigate their impact.
This mixed-methods study combines survey data and preregistered vignettes to examine
how individual factors (e.g., target age, justice sensitivity) and situational aspects (e.g.,
perpetrator age and status) shape perceptions of age-related workplace
microaggressions. We also test the effectiveness of a brief online awareness
intervention, hypothesizing that exposure will alter microaggressions' offense
perception.
By clarifying how and why microaggressions are perceived, and whether these
perceptions can be influenced, this study advances theoretical models of workplace age
discrimination while offering actionable insights. Thus, findings have the potential to be
translated into evidence-based strategies, equipping employees and leaders to identify,
address, and reduce the harms of subtle age-based bias.