Despite state and federal laws meant to curb it, ageism in the workplace is alive and well; in fact, it may even have worsened during the pandemic. In 2021, 78% of older workers reported seeing or experiencing age discrimination at work, according to a study by AARP. It was the highest level the organization has seen since it began tracking the question in 2003.

The price of ageism is high. Bias against older workers cost the U.S. economy around $850 billion in gross domestic product in 2018, according to a report from AARP and the Economist Intelligence Unit. Promotional products suppliers and distributors and other businesses busted for ageism could also face steep fines – the most expensive age discrimination lawsuits have cost companies between $2.85 million and $250 million, according to job site Zippia.

Use these strategies to scrub age discrimination from your hiring practices and ensure it’s not a part of workplace culture.

1. Write inclusive job postings. One of the biggest examples of age discrimination comes from job descriptions, with companies sometimes stating outright that candidates should be below a certain age threshold, says Albert Vaisman, founder of Soxy, a media and e-commerce company. “Companies should clearly state in their job ads that the candidates’ ages don’t impact their chances of getting hired,” he adds. Nico Blier-Silvestri, co-founder and CEO of HR tool Platypus, advises businesses to “stick to neutral language that’s not aimed at a specific audience” and recommends tools like Develop Diverse to help achieve that goal.

2. Tailor your benefits to suit everyone’s needs. There are some perks that have near-universal appeal. Most workers crave flexibility, work-life balance, and health and wellness benefits. But certain age groups might be looking for different benefits, whether that includes things like “financial investment opportunities, professional development, career advancement or unique social experiences,” Blier-Silvestri says. If you’re not sure what your employees want, consider doing an anonymous survey to solicit suggestions and gauge enthusiasm for various options.

3. Try setting up regular “stay interviews.” There’s a tendency for management passing up older workers for promotions, eschewing their input on major projects or even layoffs. Mario Cacciottolo, public relations and branding manager at Sports Betting Online, suggests setting up stay interviews to avoid ageism. Such interviews would “investigate the opinions, capabilities and desires of employees of all ages,” he adds. “Business leaders may be surprised to find that they are underutilizing employees who have the knowledge and skills that would greatly contribute to the productivity and profitability of business processes.”

4. Create a culture of respect. There are a lot of generational stereotypes about workers: Millennials and Gen Z are lazy and entitled or need handholding. Baby boomers and Gen X are set in their ways and averse to new technology. Rather than let such canards flourish in your workplace, actively work to educate against them. “When discriminatory remarks are left unaddressed, they tend to get out of hand and become quite common,” says Pauline Delaney, career coach at CV Genius. “You should call out such behavior and set an example so that it doesn’t happen again.”

5. Offer opportunities for all. Professional development and advancement should be a “two-way street,” says Blier-Silvestri. Both younger and older workers would benefit from keeping up with the latest technology available in their field, and career advancement programs shouldn’t be reserved for younger employees. More experienced workers should also have a chance to branch out and diversify their skillset, he adds.