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If the conduct continues, review the company’s policies about age discrimination issues, says Culley. “If there are no policies that address the reporting of discrimination issues, then the

concerns should be raised with a supervisor, manager or HR professional.” The one thing you don’t want to do is retaliate with similar behavior, she says, “perhaps by pointing to the youth

or lack of experience of the [people] making the ageist jokes, as that just encourages and escalates the conduct.” If the comments come from clients, your company should also intervene to

support you, Rocks says. “You need to report it through the proper channels for your own employer and let them deal with it. You have every right to say, ‘Do not put me in that situation

again,’ ” she says. COMMENTS FROM SUPERVISORS While comments from coworkers can suggest a workplace culture that doesn’t fully value older workers, comments from a supervisor can be more

troublesome — and may even indicate potential threats to opportunities for career advancement. When she was younger, Shannon DalPozzal routinely pursued new certifications and continuing

education opportunities through her employer. After more than two decades on the job, however, she says that her requests started getting turned down, even as those from employees with much

less tenure were approved. When she inquired about the reason, she says, she was told that because she was nearing retirement eligibility, management had decided there was no need for her to

attend the classes. DalPozzal objected, saying she had no intention of retiring. But her discussions and emails didn’t change things. Ultimately, she decided to leave that employer and

pursue her writing career, which she had done part time for years, while also volunteering with various causes. “The travel writing I had that I built up during [my previous] career has

served me very well for finding that passion and joy in life,” she says. Comments from a supervisor may indicate that the individual harbors some bias, Culley says. In such cases, she

recommends having a private conversation with the supervisor. If that doesn’t resolve the situation, consider reporting the matter in accordance with the company’s policies related to age or

other forms of discrimination. If such policies do not exist, it may be a good idea to report the issue to another supervisor, manager or HR professional, she says. Rocks advises that

people experiencing such comments from a supervisor should fully document each instance for future reference. Write down the date and time the comment or incident occurred, and exactly what

was said. Note anyone who witnessed or heard the incident. Keep your documentation in a place where you can readily access it if you need it. Carle adds that having coworkers who can support

you and help you navigate the situation can be helpful too. COMMENTS FROM HIRING MANAGERS What can you do when a hiring manager says something age-related?