90% of Older Workers Say They Face Ageism

Hey HR Pros!

While some companies are doubling down on mandates and metrics, others are rewriting the rulebook—by trusting their people.

At Standard Chartered, hybrid work isn’t a trend—it’s a trust-based policy that’s driving performance and profits. Meanwhile, at Prosek, CHRO Karen Niovitch Davis is turning HR into “professional wish granters,” creating custom career paths to retain top talent and fight burnout from within.

Upcoming In This Issue:

• 📊 Report by Resume Now | 90% of Older Workers Say They Face Ageism. Here’s What That Looks Like

• 🤖 "Still Figuring It Out": Why AI Policy Confusion Is the New Workplace Norm

• 🧠 Case Study | How Standard Chartered Navigates Hybrid Work by Treating Employees Like Adults

• 🎙️ Featured Podcast | CHRO at Prosek Shares How HR Became ‘Professional Wish Granters’

Is Your HR Software Keeping Up With Your Needs?

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📊 Report by Resume Now | 90% of Older Workers Say They Face Ageism. Here’s What That Looks Like

You can’t build a thriving workplace when nearly half your team feels invisible. That’s the quiet reality confronting many employees over 50, who say they’re not just ignored—they’re actively dismissed.

From unequal pay to being passed over for promotions, new data shows how widespread and tangible ageism has become in U.S. workplaces.

Key Takeaways

• 📉 90% of workers over 50 say they've faced ageism
  Only 4% report never experiencing it—age-based discrimination is nearly universal among older U.S. employees.

• 🧾 58% earn less than younger peers in the same role
  Unequal compensation remains one of the clearest signals of how age bias plays out in the workplace.

• 🚪 18% have been excluded from meetings or activities
  Ageism isn’t always loud—being left out of conversations and opportunities can be just as damaging to morale.

• 📈 91% say their work is still meaningful
  Despite it all, most older workers stay engaged, finding purpose and pride in their contributions every day.

read the full 614-word article here

🤖 "Still Figuring It Out": Why AI Policy Confusion Is the New Workplace Norm

Most employees don’t need to be convinced to use AI at work. They’re already doing it—and often without knowing whether they’re following the rules.

The problem? The rules themselves are either unclear, inconsistent, or don’t exist at all.

Key Insights

• 🧭 Only 50% of employees find AI policies "very clear"
  This lack of clarity creates room for unintentional misuse, which can spiral into compliance issues or disciplinary action.

• ⚠️ 57% of workers may be violating AI policies unknowingly
  More than half admit they might be using AI in ways that go against company guidelines—often due to unclear communication.

• 🤖 Emotional attachment to AI tools is a rising concern
  Legal experts warn that new issues like AI-based harassment and emotional bonding with AI tools will soon hit HR desks.

• 🛠️ HR is missing from AI strategy tables—despite being essential
  HR’s digital transformation skills make it ideal for shaping AI policy, but many organizations still leave them out of the loop.

read the full 560-word article here

😄 Comic Relief (HR Edition)

🧠 Case Study | How Standard Chartered Navigates Hybrid Work by Treating Employees Like Adults

In a post-pandemic workplace, companies across the financial sector faced pressure to rein in flexibility and push for full-time return-to-office (RTO) mandates.

Rather than retract flexibility, Standard Chartered reinforced its hybrid work policy. CEO Bill Winters emphasized that treating employees like adults—capable of managing their time, teams, and results—would foster stronger performance, not weaker oversight.

Strategy & Implementation:

• Empowered team-level decisions: Managers and employees jointly determine what works best for their roles and teams.

• Hybrid schedule encouraged, not mandated: Employees blend in-office collaboration with remote flexibility based on work needs.

• CEO role modeling: Bill Winters himself works a hybrid schedule, building trust through example.

• Supportive infrastructure: Office spaces are being improved to better support flexible schedules and in-person collaboration.

• Cultural messaging: Reinforced a mindset of trust and mutual accountability rather than control or surveillance.

Results:

• 34% increase in profit before tax in Q2 2025, totaling $2.4 billion

• Positive employee sentiment toward hybrid work—citing freedom, trust, and balance

• Maintained competitive edge as other banks moved to stricter RTO mandates, sparking internal backlash

• Reduced friction in workplace transitions, thanks to facilities upgrades and a flexible culture

While many firms doubled down on mandates, Standard Chartered leaned into trust—and it paid off. Their approach offers a powerful case for HR leaders: when you treat people like adults, they often rise to meet (and exceed) expectations.

read the full 832-word article here

🎙️ Featured Podcast: Lessons from HR Leaders