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The population is aging in most industrialized nations around the world, and this trend is anticipated to continue well into the future. This demographic shift impacts the workforce in that the average age of workers is increasing, and the workplace is becoming more age diverse, meaning different generations of employees are working side by side now more than ever before. Increasing age diversity can be problematic if misguided age-related attitudes, biases, and behaviors lead to ageism—the stigmatization of, and discrimination against, people based on age. Evidence of the impact of ageism in the workplace is being observed in increasing age-related discrimination claims as well as increased time for older people to find employment. Workplace ageism manifests from cognitive, affective, and behavioral components. Age stereotypes are associated with the cognitive component, age-related prejudice is related to the affective component, and age discrimination is aligned with the behavioral component. There is an abundance of research identifying age-related stereotypes and it is thought that these stereotypes influence how workplace decisions are made. Age-related prejudice research indicates that older workers are generally viewed more negatively than younger workers which can result in lower performance appraisals or older workers’ receiving harsher consequences for lower performance. Finally, age-discrimination research has identified that older workers struggle to find employment, to receive training and development opportunities, and to advance their careers. Although the majority of research on workplace ageism has focused on older individuals, younger workers also face challenges related to their age and this is a line of research that needs further exploration. Nevertheless, the accumulating evidence supports claims that workplace ageism has wide-ranging effects on individuals, groups/teams, organizations, and society.

Social markers in language and speech are cues conveyed through verbal and nonverbal means that serve to identify individuals to the groups to which they belong. Social markers can be linguistic, paralinguistic, or extralinguistic in form, and can range from intentional and purposive (e.g., language selection or dialect accentuation) to unintentional and uncontrollable (e.g., vocal features that mark age or sex). They help to provide context for social organization. Extralinguistic cues are those that may be conveyed through gesture and physical appearance (i.e., skin color). However, social markers in language and speech focus on the paralinguistic (i.e., vocal cues such as pitch and tone) and linguistic cues (i.e., language choice, language style, accent, dialect, code-switching, and multilingualism) that mark social categories. Relevant social categories that are made distinctive through language and speech markers include age, sex and gender, social class, ethnicity, and many others. Scholars across disciplines of psychology, social psychology, linguistics, and communication have approached the study of social markers from different perspectives, resulting in theoretical (e.g., communication accommodation theory, ethnolinguistic vitality theory, linguistic intergroup bias) and methodological (e.g., matched-guise technique and ethnography of communication) advancements.