Kiana Imani, PharmD-MBA Candidate
Plein Research Scholar | Mentor: Dr. Abby Winter, PharmD, MPA, CDCES
Ageism is an important issue in healthcare, often discussed in the context of patient care but less frequently examined within the healthcare workforce itself. While healthcare professionals are trained to recognize and reduce biases that affect patients, less attention is given to biases within our own professional circles. As the pharmacy workforce becomes increasingly multigenerational, the ways we perceive age, both our own and that of our colleagues, play a significant role in shaping team dynamics, hiring decisions, mentorship opportunities, and overall professional respect.
My recent research focuses on this underexplored issue of ageism among practicing pharmacists in Washington State. With an aging workforce and growing demand for age-inclusive care, it is more important than ever to reflect on how ageist attitudes, whether implicit or explicit, influence workplace culture.
As a Plein Scholar, I conducted a project titled, “Exploring Ageism in the Pharmacy Workforce Among Practicing Washington State Pharmacists” to better understand how pharmacists perceive and experience ageism in their work environments. I developed a 37-question survey informed by existing research and validated instruments. It was distributed primarily through the Washington State Pharmacy Association (WSPA), as well as through my mentor’s and my own professional networks. The survey asked participants to reflect on their experiences and perceptions using the World Health Organization’s definition of ageism: “the stereotypes (how we think), prejudice (how we feel), and discrimination (how we act) toward others or oneself based on age.”
Over four months in 2024, the survey received responses from 57 pharmacists across Washington State, with an average age of 45.2 years. Most practiced in King County, with additional representation from counties including Snohomish, Spokane, Pierce, Yakima, Chelan, Clark, Kitsap, Thurston, Kittitas, and Benton. The majority (84.2%) worked full time in settings such as inpatient hospital (most common), independent community, and ambulatory care. Most had practiced between 6 and 30 years, and while most held a Doctor of Pharmacy (PharmD) degree, 66.7% had not pursued additional post-graduate training such as residencies or board certifications. Respondents self-identified as 68.4% female and 31.6% male, with a racial and ethnic background consisting of 75.4% White, 19.3% Asian, 1.8% Black/African American, and 3.5% other.
Key findings include:
- 61.4% of respondents reported personally experiencing ageism in the workplace
- 73.7% had witnessed ageism directed toward colleagues
- Among those who experienced ageism, 80% believed gender or ethnicity contributed
- Only 28.1% admitted to holding ageist views, while 43.9% said they had not, and 28.1% were unsure, highlighting a gap between external observation and internal self-awareness
Respondents also identified top concerns:
- Discrimination against older candidates during hiring (49.1%)
- Negative assumptions about older employees (36.8%)
- Older pharmacists being laid off, pressured to resign, or encouraged to retire (35.1%)
These findings suggest that while many pharmacists observe and experience ageism, fewer recognize it in themselves. This underscores how age-based bias shapes not only patient care, but also peer collaboration, evaluation, and mentorship.
We all carry unconscious beliefs; therefore, it’s your turn to try. Take a few minutes to self-reflect using the following:
Check Your Bias: A Quick Self-Reflection Tool
- Think of a pharmacist who is 27. Now think of one who is 69.
Write down the first word that comes to mind for each.
Are the words equally positive? Do they reflect assumptions? - Now, imagine a colleague struggling with a new technology or clinical protocol. Do your assumptions differ based on whether they are younger or older?
- Have you ever assumed an older pharmacist was out of touch or a younger one was not ready? Have you hesitated to ask for advice or offer mentorship because of someone’s age? What influenced that decision? Write it down!
- Lastly, ask yourself: Have I ever discounted a colleague’s opinion or assumed retirement was near, without asking?
If you answered “yes” or even “maybe,” you’re not alone. Awareness is the first step to change. Bias often hides in everyday assumptions, but recognizing it allows us to create more inclusive, effective, and respectful teams.
The findings from this study lay the foundation for future work, including continuing education (CE) modules, workplace conversations, and broader efforts to ensure age diversity is embraced across all areas of pharmacy practice. Moving forward, it is important to recognize that age bias is essential for workforce retention, collaboration, and better patient outcomes.