Ageism In The Workplace: Article Analysis

The Department of Labor estimates that by the year 2012, the Labor Force will be over age 55 (Harvey 184). In a time when issues such as Age and Ability are at the far front for a lot of employers, understanding how to deal with an aging workforce is essential. The debate on how to address this issue is only beginning.

Ageism is a huge problem against older people in the workplace. Most employers look for the most respectable, intelligent, hardworking workers who are capable of doing the job tasks. A lot of employers may prefer younger employees over older employees with the idea that younger employees are more able and efficient for the job which isn’t true in most cases. Many employers could also believe that young employees are a better choice because they might be able to work longer periods of time, more up to date with technology,

Unfortunately, another problem that the elderly face is job biases. The most common place for age

Ageism is the discrimination of people based on their old or young. There will always be someone who is working at the same company that is either older or younger than you, doesn't matter if its only by a few months or years. Both people are at the company to do a job. At a local dermatologist, the story will follow to medical assistants almost 30 years apart in age. Their job is to help bring back patients and assist the doctor or physicians assistant. Although the government has worked to eliminate ageism in the workforce, prejudices based on age are still present and scene in day to day officers.

People always judge. Whether or not it's the old or young, people judge. When you see an elder you almost always speak a little louder than usual. You shall continue to talk to the elder as if they were a 2nd or 3rd grader, just in case they are incompetent. When people meet they place others in 3 categories; race, sex, age. In social psychology researchers have never been too interested in the topic of Ageism. Ageism is prejudice against someone’s age, it's cruel and often hurts others feelings. Age is the first thing we notice about each other, age is the biggest clue on how to talk to one another.

Ageism can be defined as prejudice or discrimination against a particular age-group and especially the elderly. A prejudice is a preconceived mentality, judgement, or opinion that may have no reason nor basis. Discrimination is the expression of prejudice resulting in differential treatment of different groups or individuals in society. Enough said about the definition, the main Discrimination of age shown in society today is ageism in the work place.

Ageism also known as age discrimination has an enormous part in our society today. Many people have experienced discrimination against their age daily, even in schools and workplaces. Why is this important? Ageism can relate to everyone in the society; managers, employees, teachers, police officers, principles, etc. For example in a workplace, there are questions you are not allowed to ask during an interview, to your employees and coworkers, etc. Managers can get in trouble for saying stuff like “you can’t do this because your too young”, forcing someone to retire due to their age, not interviewing someone due to their age, As an employer, you cannot be denied a job, training or promotion, or forced to retire, because of your age, etc.

“Gray hair is a crown of splendor; it is attained by a righteous life,” a verse found in Proverbs 16:31 in the Bible, associates aging with a wealth far greater than any materialistic fortune. So why does the term ‘elderly,’ now connote a burden? Defined by the Oxford dictionary as “prejudice or discrimination on the grounds of age,” ageism is used to rationalize age-based intolerance and narrow-mindedness. A rapid and unmistakable animosity towards aging has emerged over the years, and combined with this youthful cosmetic fixated society, discrimination toward the elderly won’t be going away anytime soon.

Diversity and inclusion are more than buzzwords; together they are a concept of using and accepting employee differences in a safe environment. Fifty-two years after Martin Luther King, Jr.’s famous “I Have a Dream” speech, this nation’s citizens are still fighting for equality. The limit to prejudicial boundaries does not stop with a person’s skin; it includes religion, age, gender, sexual orientation, and disability. It is the leadership of an organization’s obligation to smash the boundaries and create a diverse workplace, but what happens when the leadership is the antagonist? Designer Shoe Warehouse (DSW) had to answer this question and take the steps to rebuild trust with the employees.

Ageism does exist in the work place and I have heard several stories from people that have experienced ageism. However, I don’t believe it should exist in the workplace, because I have learn more from older co-workers than younger co-workers. The older co-workers seemed to be more mature, professional, and have great wisdom and knowledge.

Several years ago, when I worked at a small family owned lumber company, other than the owners, the employees where all in their late teens or early twenties. While looking for help during the busy time of year (late spring), they hired an older gentleman in his early sixties. Everyone including myself were all guilty of ageism towards the man. We all thought that he couldn’t perform the job like the rest of us because of his age. Anyone who saw him trying to load drywall or shingles would try to help or do it for him. He always said “no, I got it”, he always did a good job and was capable of doing it himself. He didn’t need our help and he would get upset if one of us persisted that we help him.

Age discrimination suits will continue to increase due to the age of the workforce in today’s society. Many workers are over the age of 40 and should experience age discrimination in a number of ways such as: getting fired for costing the company too much money, being too old to draw in new customers, or not even being considered for a position due to his/ her age. “In 2011, the U.S. Equal Employment Opportunity Commission (EEOC) reported 23,465 charges of age discrimination, a significance increase from the 16,008 charges the EEOC reported in 2000” (Tauro, 2014, p. 255). The statists justify that the number of age discrimination cases are on the rise and company’s need to take action to reduce the possibility of age discrimination suits in the future.

Ageism has been a relative subject in the workplace for several years. It was not as acknowledged in the 1800’s but more in the last 20 centuries. For example around the late 1800’s around the American revolutionary the older population fought in wars and the worked in corner stores till the day they died. Now day’s people retire and stop working around the ages 65-70. Although for the older folks who want to work longer or want to work for extra money, it can be very hard to get a job. Since the last 20 centuries “ageism in the workplace is still with us despite major gains over the years” (Rogers 1). Ageism is more popular these days because are negatively stereotyped. Being stereotyped not only makes seniors angry but can possibly shorten a person’s life span. “In a study of 660 people over the age of 50, found that people who held more positive self-perceptions of aging lived 7.5 years longer than people who held negative self-perceptions related to aging” (Weiss 1). Because the fact that ageism related to people’s health makes it an even bigger setback. Ageism in the workplace is caused because the people hiring may think that “they’ll leave anyway, so why

If there is prejudice against people of different cultures, sexual orientation, and class, it is no surprise that there is also prejudgment towards people based on their age. Ageism, coined by Robert Neil Butler is the discrimination against groups or individuals on the basis of their age. As it was discussed in Todd Nelson’s “Ageism: the Strange Case of Prejudice Against the Older you”, there are lot of factors on why people may have certain prejudicial attitudes towards the elderly. It could all be sourced from the society’s perspective on change, fear of death, institutionalization of ageism, etc. Since the study of age prejudice is fairly new and constantly expanding, researchers are still finding new discoveries on factors regarding ageism (Nelson, 2011, p. 37). Studies done by Lee, Carpenter, and Meyers suggests that television advertisements may alter the viewers attitudes about older adults by portraying them a certain way. These findings are important because among all forms of media, television is perhaps the most pervasive in society (Lee et al., 2006). Another study, “the role of individual difference variables in ageism” reveals that empathy traits, personality traits, and gratitude have influence on ageist beliefs. The researchers claim it may be crucial in weeding out certain characteristics of people who may show age

When people first consider this reason, it makes sense at first. Older youngers are more fragile and can’t do as much physically and technologically like young people can. Andrew Mayfair says, “Your business may lose the potential to mold and keep a valuable employee for years to come” (Mayfair). Andrew Mayfair points out in his article, “The Consequences of Age Discrimination at Work”, how businesses believe that getting rid of older employees who can’t do as much as younger employees is helping the company. Mayfair then explains how older employees, with their extensive knowledge, are the “molds” for the younger employees. Instead of letting a younger employee slowly gain a vast amount of knowledge, the older employees already possess this and can pass it down to the new and inexperienced employees. Businesses who will discriminate against people of older age have the misconception that they are helping their business by getting rid of older employees. Little do they realize, these discriminatory practices are causing the adolescent employees to be substantially held back due to their little knowledge of the