Ageism: A distortion of human worth

In this essay, we approach age, calling and seasons from a Theology of Work perspective.

When we hear the word ageism, we often think about discrimination against older people. We picture the experienced worker being overlooked for a promotion, the older employee being considered “past their prime”, or someone being encouraged to retire simply because of their age.

But ageism can also work in the opposite direction.

A young person can be dismissed because they are “too young”, “too inexperienced”, or “not ready”. Their ideas may be discounted simply because of their age. Their lack of years can become a convenient substitute for actually assessing their capability and potential.

Both forms of ageism share the same fundamental problem: We begin to measure a person’s worth and potential primarily through age rather than through who that person is before God.

I suggest that Christians need to consider three theological ideas: Imago Dei, Calling and Seasons.

1. Imago Dei: Our worth is not our output

The starting point is Imago Dei. Genesis tells us: “So God created mankind in his own image, in the image of God he created them.” (Genesis 1:27)

Human dignity begins not with our productivity but with our identity as people created in God’s image.

This is important because workplaces often operate according to a different logic. We measure people according to what they produce or the value they create. Sometimes, the targets that they achieve and the skills they possess are also indicators of their contributions to organisational performance.

These measures may be necessary for managing an organisation, but they are inadequate for determining a person’s worth.

A person’s value does not increase because they are highly productive, nor does it diminish because their productivity changes with age, at least not as the basis for determining human worth in God’s design.

This applies equally to the young and the old.

The young worker should not be regarded as less valuable simply because they have fewer years of experience. Timothy was apparently young enough for Paul to have to address the perception of his age: “Let no one despise you for your youth, but set the believers an example in speech, in conduct, in love, in faith and in purity.” (1 Timothy 4:12)

At the same time, Scripture repeatedly commands God’s people to honour older people: “Stand up in the presence of the aged, show respect for the elderly and revere your God.” (Leviticus 19:32)

The biblical picture is therefore neither “young people are the future” nor “older people have earned their place”.

It is more fundamental: Every person bears the image of God.

As such, the key question is “How do we enable different people to contribute according to who God has created them to be?”

2. Calling: Our vocation is not our identity

The second theological idea is calling.

One of the dangers of ageism is that we can become overly attached to a person’s vocational identity. When we meet someone, we tend to ask about their job or the position that they hold. Ultimately, we ask what do they intend to do after retirement.

However, from a Christian perspective, our occupation is not our ultimate identity. Our primary calling is to God.

Jesus summarised it this way: “Love the Lord your God with all your heart and with all your soul and with all your mind.” (Matthew 22:37)

Our vocational calling is therefore secondary to our calling to God.

This distinction matters because careers – our vocational calling – operate according to a chronological framework. We enter a profession, develop expertise, progress through positions and eventually leave that particular occupation.

But our calling to God does not have a retirement age.

Our relationship with God is not reducible to our occupational position. Our vocation may change but our calling to God does not. This changes how we think about both younger and older workers.

A young person should not be dismissed simply because they have not yet accumulated enough years on their career timeline. They may be discerning and still discovering how God is calling them to contribute. Similarly, an older person’s vocational transition should not automatically be interpreted as a loss of purpose.

As such, a broader understanding of work will ask: “How are you responding to God’s call in this season of your life?”

3. Seasons: We live according to God’s time

The third idea is seasons.

Ecclesiastes reminds us: “There is a time for everything, and a season for every activity under the heavens.” (Ecclesiastes 3:1)

Scripture does not present life as one continuous upward trajectory of increasing productivity. There are different seasons. Modern careers, however, can easily become dominated by chronos or chronological time. Chronological time is real and important.

Nonetheless, the New Testament also uses the concept of kairos, referring to an appointed, opportune or significant time.

Paul tells believers: “Be very careful, then, how you live—not as unwise but as wise, making the most of every opportunity.” (Ephesians 5:15–16)

And Scripture reminds us that God remains sovereign over times and seasons: “It is not for you to know the times or dates the Father has set by his own authority.” (Acts 1:17)

Interestingly, the Old Testament provides an example in the ministry of the Levites. Numbers 8 describes Levites ceasing from their regular duties at the age of 50, but they were not simply removed from meaningful service. They could assist the younger Levites in their responsibilities (Numbers 8:23–26).

There is an important principle here, the Christian understanding of time should lead to the following question: “What is God doing in this season, and how am I responding?”

4. Our Christian response

Perhaps the Christian response to ageism is therefore not simply to say: “Do not discriminate against the old”, nor “Give young people a chance”.

Ultimately, the response of Christians to ageism is: “How can I steward the gifts, calling and season of that person so that the individual can contribute to the flourishing of others and the organisation?”

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