The 1960s workplace was a different world compared to today’s office environment. From rampant discrimination to three-martini lunches, many common practices from that era would be grounds for immediate termination now.
The modern workplace bears little resemblance to its counterparts from decades past. A study by Deloitte found that 94% of executives and 88% of employees believe a distinct workplace culture is important to business success.1
Yet, just 50 years ago, concepts like work-life balance and employee wellness were virtually nonexistent.
The office environment of the 1960s would be unrecognizable – and likely illegal – today. As we look back on how far we’ve come, it’s enlightening to see what was once considered normal behavior at work.
Here are 15 workplace norms from the swinging sixties that would get you swiftly shown the door in modern times.
1. Gender Discrimination
In the 1960s, blatant gender discrimination was the norm in most workplaces. Women were routinely paid less than men for the same work and were often relegated to secretarial or clerical roles regardless of their qualifications.
Job listings frequently specified gender requirements, with higher-paying positions reserved exclusively for men.
Promotions and leadership roles were rarely offered to women, who were expected to leave the workforce once they got married or had children. Sexual harassment was rampant and often dismissed as harmless flirting or “boys being boys.”
2. Racial Discrimination
Racial segregation and discrimination were still widespread in 1960s workplaces, especially in the southern United States. Many companies maintained separate facilities for white and non-white employees, including bathrooms, break rooms, and even entire departments.
Job advertisements often specified racial preferences, and people of color were frequently passed over for promotions or relegated to lower-paying positions.
The Civil Rights Act of 1964 made racial discrimination in employment illegal, but enforcement was inconsistent, and many companies found ways to circumvent the law.
It wasn’t uncommon for qualified candidates to be rejected solely based on their race, with little to no recourse available to them.
3. Smoking Indoors
Lighting up a cigarette at your desk was not only accepted but often encouraged in 1960s offices. Ashtrays were standard office equipment, and meetings were often conducted in smoke-filled rooms.
Non-smokers had little choice but to endure the constant haze, as the health risks of secondhand smoke were not yet widely recognized.
Some companies even provided free cigarettes to employees as a perk. The Mad Men-esque image of executives chain-smoking through important presentations was very much a reality.
It wasn’t until the late 1980s and early 1990s that workplace smoking bans began to take effect across the United States.
4. Drinking on the Job
The “three-martini lunch” wasn’t just a myth – it was a common practice for many businessmen in the 1960s. Having a few drinks during the workday, especially at lunch meetings, was seen as a normal part of doing business.
Some offices even had fully stocked bars or liquor cabinets for employees to enjoy.
While not everyone indulged in excess, there was certainly a more relaxed attitude toward alcohol consumption during work hours. The idea that drinking could impair job performance or create safety hazards wasn’t given much consideration.
Today, most companies have strict policies against alcohol use during work hours.
5. Sexual Harassment
What we now recognize as sexual harassment was often brushed off as harmless flirtation or just part of office culture in the 1960s. Unwanted advances, inappropriate touching, and suggestive comments were commonplace and rarely challenged.
Women who spoke up were often told they were being too sensitive or that they should be flattered by the attention.
There were no formal policies or procedures for reporting harassment, and victims had little recourse. Many women felt they had to tolerate such behavior to keep their jobs or advance in their careers.
It wasn’t until the 1970s that the term “sexual harassment” was coined, and laws to address it didn’t come into effect until the 1980s. (ref)
6. Lack of Diversity Initiatives
The concept of workplace diversity as we know it today was virtually non-existent in the 1960s. Most offices were overwhelmingly white and male, especially in management and executive positions.
There were no formal programs or initiatives to promote diversity or inclusion in hiring or promotion practices.
Companies rarely, if ever, considered the benefits of a diverse workforce or the perspectives that employees from different backgrounds could bring.
The idea of cultural competence or sensitivity training would have seemed alien to most 1960s employers.
It wasn’t until the late 20th century that diversity began to be seen as a valuable asset in the workplace.
7. Age Discrimination
In the 1960s, it was common for job listings to specify age limits, often excluding anyone over 40 or 45 from consideration. Older workers were frequently pushed into early retirement to make way for younger, cheaper employees.
The assumption that older workers couldn’t adapt to new technologies or work practices was widespread and rarely challenged.
There were no laws protecting older workers from discrimination until the Age Discrimination in Employment Act was passed in 1967. Even then, enforcement was spotty, and many companies found ways to circumvent the law.
The idea that experience and wisdom could be valuable assets in the workplace was not widely embraced.
8. Pregnancy Discrimination
Pregnant women in the 1960s workplace faced significant discrimination and often lost their jobs as soon as their condition became apparent. Many companies had official policies requiring women to leave their jobs when they became pregnant or got married.
The assumption was that women would prioritize family over career and wouldn’t return to work after having children.
There were no legal protections for pregnant workers until the Pregnancy Discrimination Act of 1978. Maternity leave, when offered at all, was usually unpaid and often quite short.
The idea of accommodating pregnant workers or providing parental leave for both mothers and fathers was virtually unheard of.
9. Lack of Accessibility
The needs of employees with disabilities were rarely considered in 1960s workplaces. Buildings were not designed with accessibility in mind, and there were few if any, accommodations made for workers with physical or mental disabilities.
The concept of reasonable accommodation didn’t exist, and many people with disabilities were simply excluded from the workforce entirely.
It wasn’t until the Rehabilitation Act of 1973 and later the Americans with Disabilities Act of 1990 that employers were required to provide accommodations and equal opportunities for workers with disabilities.
The idea that people with disabilities could be valuable, productive employees was not widely accepted in the 1960s.
10. Nepotism & Favoritism
Hiring and promoting based on personal connections rather than merit was much more openly practiced and accepted in the 1960s. It was common for companies to be filled with relatives of the owners or executives, regardless of their qualifications.
The “old boys’ network” was a powerful force in many industries, with jobs and opportunities often going to those who had the right connections.
While nepotism and favoritism still exist today, they’re generally frowned upon and many companies have policies in place to prevent them.
In the 1960s, however, such practices were often seen as normal and even beneficial for maintaining company loyalty and culture.
11. Lack of Work-Life Balance
The concept of work-life balance was virtually non-existent in the 1960s. Long hours were expected, especially for men, who were seen as the primary breadwinners. It was common for employees to work six days a week, with little consideration given to family time or personal pursuits.
Vacation time was limited, and many workers felt pressure not to use all their allotted days off.
The idea that employees might need flexibility for childcare, elder care, or personal wellness would have seemed foreign to most 1960s employers. The expectation was that work came first, and personal life was secondary.
This attitude began to shift in the latter part of the 20th century as more women entered the workforce and employees began demanding more balance.
12. Limited Safety Regulations
Workplace safety standards in the 1960s were far less stringent than they are today. Many industries exposed workers to dangerous chemicals, excessive noise, or hazardous conditions with little to no protection.
Hard hats, safety goggles, and other personal protective equipment were not always provided or required.
The Occupational Safety and Health Act wasn’t passed until 1970, meaning that for most of the 1960s, there was no federal agency overseeing workplace safety.
Many dangerous practices that would be unthinkable today were commonplace, and workers who raised concerns about safety were often ignored or dismissed.
13. Lack of Privacy
Employee privacy was not a significant concern in most 1960s workplaces. It was common for managers to freely access employees’ desks, read their correspondence, and monitor their activities closely.
The concept of personal space in the office was limited, and many workers shared desks or worked in large, open areas with little privacy.
There were no laws protecting employee privacy, and the idea that workers might have a right to keep certain information or activities private from their employers was not widely accepted.
The advent of digital technology and increased awareness of privacy rights have dramatically changed this landscape in modern workplaces.
14. Limited Training & Development
In the 1960s, formal training and professional development programs were not as common or comprehensive as they are today. Many employees were expected to learn on the job with little formal instruction.
Career development was often left to chance or personal initiative rather than being actively supported by employers.
The idea of continuous learning or upskilling was not widespread, and many workers stayed in the same role for decades without significant opportunities for growth or advancement.
It wasn’t until later that companies began to see the value in investing in their employees’ skills and knowledge as a way to improve productivity and retention.
15. Rigid Dress Codes
Dress codes in 1960s workplaces were typically much more formal and rigid than they are today. Men were expected to wear suits and ties every day, while women were required to wear dresses or skirts – pants were often forbidden for female employees.
Makeup and hairstyles were also subject to strict regulations, especially for women.
These dress codes were often enforced rigidly, with little room for personal expression or comfort. The idea that casual dress could be appropriate in a professional setting or that dress codes might be discriminatory was not widely considered.
It wasn’t until the late 20th century that workplace attire began to become more relaxed and inclusive.
We’ve made significant strides in creating more inclusive, safe, and balanced work environments since the 60s. The transformation is nothing short of remarkable. However, this journey is far from over.
As we continue to evolve and adapt to new challenges, it’s crucial to remember the lessons of the past and remain vigilant in our efforts to create equitable and respectful workplaces.
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Martha A. Lavallie
Martha is a journalist with close to a decade of experience in uncovering and reporting on the most compelling stories of our time. Passionate about staying ahead of the curve, she specializes in shedding light on trending topics and captivating global narratives. Her insightful articles have garnered acclaim, making her a trusted voice in today's dynamic media landscape.
