Ageism in Nursing: What Message Are We Sending?

Arlene Wright, DNP, APRN, FNP-BC, FNAP, FAANP, LNC

Ageism in nursing is often discussed quietly, if at all. Yet the attitudes nurses hold toward age whether directed at older patients, older colleagues, or even themselves shape the culture of care. In a profession built on dignity, advocacy, and evidence-based practice, ageism sends a troubling message wherein a person’s value, competence, or worth can be reduced to a number (American Nurses Association, 2025). This message has the potential to harm nurses, patients, and potentially the healthcare system.

Within the nursing workforce, ageism can appear in subtle and overt ways. Older nurses may be stereotyped as resistant to change, less technologically capable, physically weak, or unable to keep pace with demanding clinical environments. These assumptions ignore the depth of knowledge, clinical judgment, communication skills, and mentorship that experienced nurses bring to practice. A systematic review on ageism in older nurses’ workplaces found that negative beliefs about older nurses’ competence and skills can affect their well-being and their decision to remain in practice. The same review emphasized that age-inclusive environments and meaningful workplace relationships can support older nurses’ continuation and work towards advancing the profession (Chen et al, 2024).

In healthcare, where trust is essential, ageist assumptions can weaken relationships. Nurses may not intend harm, but even casual language or automatic assumptions can signal to older adults that their voices matter less. The issue is especially urgent because nursing continues to face workforce shortages and retention challenges. Marginalizing experienced nurses through exclusionary practices, inflexible policies, or disrespectful attitudes is not only inequitable, but also impractical for a profession facing ongoing workforce and retention challenges (Armstrong-Stassen & Ursel, 2009). Older nurses often serve as preceptors, informal leaders, memory keepers of professional culture, and as a stabilizing voice or reassurance during times of change. (Sheppard et al, 2022). When experienced nurses are made to feel overlooked or expendable, organizations risk losing invaluable historical significance, clinical knowledge, mentorship, and a vital connection between generations of nurses.

Ageism contradicts the ethical foundation of nursing. Nurses are taught to respect human dignity, promote justice, and advocate for vulnerable populations (American Nurses Association, 2025). If nurses challenge discrimination based on race, gender, disability, or socioeconomic status, they must also challenge discrimination based on age. Accepting ageism within nursing suggests that some forms of bias are tolerable when they are normalized by various cultures (Chen et all, 2024). At a time when external forces are straining the nursing pipeline, this is not the message members of our profession should be conveying to patients, students, families, or one another.

Addressing ageism requires more than encouraging people to “be nice.” Nursing leaders must create policies and cultures that value an age-diverse environment. This includes inclusive professional development, respectful technology training, and opportunities for older nurses to mentor without being stigmatized (Chen et all, 2024). Education about aging should also be strengthened in nursing programs and continuing education (World Health Organization, 2021; Fernandez-Puerta et al, 2024). Intergenerational teamwork can help younger and older nurses learn from one another rather than compete against one another.

The message nursing sends about age does matter. If the profession treats aging as a decline, an inconvenience, or irrelevance, it undermines the professional image the public holds of nursing and caring. (Chen et al, 2024). However, when the nursing profession recognizes aging as a source of experience, wisdom, resilience, and ongoing contribution, it reinforces nursing’s moral authority and ethical commitment to dignity, equity, and respect across the lifespan (American Nurses Association {ANA}, 2025). Ageism in nursing is fundamentally an issue of equity and professional identity. Nursing must convey a clear message that every person regardless of age deserves respect, opportunity, dignity, and compassion.

References:

American Nurses Association. (2025). Code of ethics for nurses with interpretive statements. https://codeofethics.ana.org/provisions

Armstrong-Stassen, M., & Ursel, N. D. (2009). Perceived organizational support, career satisfaction, and the retention of older workers. Journal of Occupational and Organizational Psychology, 82(1), 201–220.

Chen, C., Shannon, K., Napier, S., Neville, S., & Montayre, J. (2024). Ageism directed at older nurses in their workplace: A systematic review. Journal of Clinical Nursing, 33(7), 2388–2411. https://doi.org/10.1111/jocn.17088

Fernández-Puerta, L., Caballero-Bonafé, A., de-Moya-Romero, J. R., Martínez-Sabater, A., & Valera-Lloris, R. (2024). Ageism and associated factors in healthcare workers: A systematic review. Nursing Reports, 14(4), 4039–4059. https://doi.org/10.3390/nursrep14040295

Sheppard, F.H., Goins, R.T., Ross, R., Conte, K., Zonin, N., (August 1, 2022) “Older Nurses’ Perceptions of Workforce Retention Facilitators and Barriers During the COVID-19 Pandemic” OJIN: The Online Journal of Issues in Nursing Vol. 27, No. 3. https://www.doi.org/10.3912/OJIN.Vol27No03PPT75

World Health Organization. (2021). Global report on ageism. World Health Organization. https://www.who.int/teams/social-determinants-of-health/demographic-change-and-healthy-ageing/combatting-ageism/global-report-on-ageism