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Population ageing is one of the most significant phenomena of the 21st century. The main objective of this study is to examine the relationship between organizational culture (supportive culture, innovative culture, market culture, and rule culture) and ageism (prejudice and discrimination) and whether this relationship is moderated by organizational age (obsolescence, age norms, perceived time and opportunities left, and disengagement phase). The sample for this study comprises 400 participants from organizations across different sectors. This is a quantitative and correlational study. The results indicate that only supportive culture and perceived time and opportunities left have a negative and significant effect on discrimination. As for the moderating effect, only obsolescence moderates the relationship between rule culture and prejudice. Additionally, older employees reported a stronger perception of a supportive culture. Considering the results obtained, a supportive culture can combat discrimination and the high perception of the ageing process, the latter requiring a greater understanding of what is meant by perceived opportunities.