Bias doesn’t announce itself - it operates in assumptions, in the quiet spaces where clarity should live.

Age discrimination isn’t just an ethical issue; it’s a systems problem. Left unchecked, it erodes trust, narrows organizational vision, and repels the very adaptability leaders say they want.

For CEOs, founders, and global leaders, ignoring the subtle signals of age bias isn’t just shortsighted - it’s operational malpractice.

In this Forbes feature, I addressed how bias - whether toward younger or older generations - fractures the strategic trust organizations need to scale intentionally.

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"Age discrimination is when you feel that someone is making a judgment about you; they imply something negative about you based on your age. If someone’s bias and predetermined assumptions surface during an interview, you can respond by addressing how you would be capable and excited to fill the expectations of the role. This type of discrimination happens to both older and younger generations."

~ Kinga Vajda, Forbes Coaches Council

Organizations that scale trust intentionally don’t eliminate bias by accident.
They build processes that design around it - prioritizing impact, adaptability, and inclusive excellence.

Where might silent assumptions about age be quietly limiting your organization's future capacity?

Read the Full Article on Forbes

🛡️ This quote was originally published by Forbes as part of a Forbes Coaches Council Expert Panel. Reprinted here with permission in accordance with member guidelines.