Limited Diversity and Inclusion Agendas in Mexican Businesses
Only 18% of Mexican companies have a diversity and inclusion agenda, and only half of these include ageism or discrimination by age, according to the NGO Silver Glasses. This organization promotes respect for all ages in the workplace.
Expert Insights on Ageism in Mexican Workplaces
Uriel Valadez, founder of Silver Glasses and an expert in the field, states that Mexico lags behind in terms of ageism policies. He emphasizes the lack of comprehensive guidelines during a roundtable titled “ABC of Ageism” organized by the Inclusion Committee of the Mexico-German Chamber of Commerce (CAMEXA).
Valadez explains that ageism refers to a system of oppression restricting access to resources, rights, and opportunities based on age. Common phrases like “too young for that position” or “no older than 35” highlight age-based discrimination in the workplace.
Ageism in the workplace involves institutional practices that unjustly limit opportunities and systematically disadvantage individuals based on their age. It is the “most backward” topic in diversity and inclusion within organizations, particularly large companies, according to Valadez.
Ageist practices include requesting a specific age range in job postings, which discriminates against older individuals, or demanding a certain number of years of experience to exclude younger candidates. These actions prioritize age over skills and abilities, as per Valadez.
Other examples of ageism in the workplace include the “juveneo” phenomenon, where younger employees are hindered or discredited by older colleagues or leaders. Older workers may experience isolation, reduced responsibilities, and other practices pushing them to resign.
The workforce with 53 years and older represents 42.7% of the total, with 62.2% being men and 26.4% women, according to the Mexico Health and Aging Survey by Inegi.
Addressing Ageism in the Workplace
Valadez stresses the importance of initiating ageism discussions within companies. He cites the roundtable as an example, where many businesses were unaware of ageism. The Mexican Congress approved a constitutional reform in 2022 to prohibit age-based workplace discrimination.
After acknowledging the issue, companies should establish protocols to eliminate age-based discrimination. Creating internal employee groups of diverse ages can help build company policies and ensure protocol compliance, Valadez recommends.
Open communication between employees and human resources or diversity and inclusion departments is also crucial.
Large companies generally lack age-inclusive practices and intergenerational coexistence fostering, while smaller and medium-sized enterprises tend to naturally incorporate employees of various ages due to their less formal structure.
Eliminating ageism stigmas and biases during hiring is essential. Engaging with both younger and older employees, understanding their needs, and adapting policies accordingly can benefit all parties.
Older employees typically seek job stability, while younger ones prioritize flexibility and work-life balance, as indicated by the Michael Page Salary Guide 2026.
Everyday interactions often involve age-based microaggressions, such as comments like “how old do you look,” “30 are the new 20,” or “you look very mature for your age.”
