Women, Ageism, and Poverty in Canada

She currently works in a professional capacity as a researcher for the University of South Florida; however, has had several positions as a contractor in the Instructional Design field. She stated that there is an outward acceptance, a statement of acceptance, and there’s the underlying non-acceptance that is subtle. She believes younger people are not necessarily accepting of the things people her age have to say, or the speed at which tasks are performed. She said there have also been positive professional experiences that have been welcomed, so she wouldn’t make a blanket statement that all-younger generations disregard the relevance of elder contributions. She does believe that management is of the younger generation and she has found this to difficult at times. I asked a follow up question concerning her experience with ageism from a social context outside the workforce, and whether she has experienced this? She stated,” She has been in a limited area of the country that is a small community for many years, so she has not experienced the implication that age is an issue.” She said she doesn’t experience this in a social setting either, but feels she may if she was active in conditions that exposed her to a younger

Many employers view the old employers especially the baby boomers as too rigid, failing health, lack of enthusiasm, afraid of new technologies, do not want to learn new training (stuck in old ways), and expensive to keep. Many aged people are viewing job advertisements with pictures of younger employees. In addition, the aged are facing high cost of medical insurance and healthcare. With the obstacles in the job market, the aged could possibly experience social isolationism, low self-esteem, and financial hardship.

A current issue affecting Australians and Australian businesses is Ageism in the workforce. Although this issue has been around for decades, it has become more prevalent than ever. Many employers aren’t considering hiring younger workers due to minimal experience, but they are also not hiring the elderly for age related reasons. With the retiring age rising, it has become difficult for older people looking for work to find jobs. The elderly struggle to find work due to age discrimination, yet are required to work till retirement age. This issues study focuses on age discrimination in the Australian workforce and how it affects Australian businesses as well as the economy due to imbalanced age groups employed in workplaces.

According to the study of Center on Aging and Work/Workplace Flexibility at Boston collage, there are many negative stereotypes about older workers. The reading passage discusses these negative stereotypes but the listening passage contradicts these stereotypes by giving explanations.

In conclusion, ageism in today’s times is a real form of discrimination and needs to be fixed. An individual’s skills and capabilities should be based on a personal level, not their age. The elderly and the young need just as much job opportunities as the middle-aged individuals living in the

As I was reading through the assigned chapters this week, I was really interested when Berger (2011) brought up the topic of ageism. She defines this concept as “a prejudice whereby people are categorized and judged solely on the basis of their chronological age” (Berger, 2011, p. 640). While this prejudice can be focused at any age group, I feel as though ageism directed at people in their late adulthood can be extremely detrimental to their mental and physical health. Not only can it result in feelings of incompetence and low self-esteem, it can limit their work opportunities and can prevent “depressed elderly people from seeking health” (Berger, 2011, p. 642) which can lead to suicide.

Von Rohr and Barnet surveyed young college students to their perspectives on the elderly through surveys and to draw an elderly person. Their experiment yielded results showing that in general women view the elderly more positively by not drawing negative things such as a cane but they instead drew them with smiles on the elderly persons face. Students usually drew a Picture of the same sex as them.

Today, elderly people in the United States are isolated from the rest of the world. Most of them live in nursing homes where they are far away from their families. Others live by themselves where they have no family members visiting them and leaving them to take care of everything. Some researchers believe that ageism, in the form of negative stereotypes, directly affects longevity. In a study published by the American Psychological Association, Yale School of Public Health professor Becca Levy and her colleagues concluded that old people with positive perceptions of aging lived an average of 7.5 years longer than those with negative images of growing older (Associated Press, 2004). Levy said many Americans start developing stereotypes

The global workforce is aging. Despite research largely showing no performance differences between older and younger employees, or that older workers even outperform younger employees, discrimination against older workers can be evident (Malinen & Johnston, 2013). First we have to define older workers. Opinions differ as to when workers cross the bridge from

Bill Copeland once said, "Not only is women 's job never done, the definition keeps changing." This couldn 't be any truer; women play many different roles from wives to mothers to professionals. In today’s society women has moved farther away from their traditional role as homemaker or housewife and more towards the role of a modern, self-sustaining person. This role is still not accepted in society and prejudice is prevalent in the workplace. Many companies still discriminate against women in various job rolls, even when there is a woman at the helm. Toiling women are every now and then exposed to inequality because of sex, in spite of several laws and code of practice that forbid employment prejudice affecting women.

Age is an avenue which many organizations and other corporate body considers critically when accepting application, whether for a senior managerial position or a lower position to fill. Statistically, groups that are marginalized have claimed that age is in number and that age should not be a subject of consideration when

If older workers feel they need to continuously battle biased perceptions concerning their employability and career success (Van der Heijden, de Lange, Demerouti, & Van der Heijde, 2009), the result will have a negative impact on work-related attitudes, decisions and behavior (Posthuma, Fernanda Wagstaff, & Campion, 2012). A serious consequence of negative stereotyping is that it might trigger self-fulfilling prophecies where older workers become less motivated, leading to more negative attitudes (Hertel et al., 2013a). An example would be older employees who are excluded from decision or change processes because their supervisors expect that their remaining career will not be long enough to warrant participation (Schermuly et al., 2014). This reinforces the negative stereotype that older workers are less productive (Backes-Gellner & Veen, 2013).

In today’s aging population, there are mounting concerns about how the perception of age and aging may influence the workplace. Age discrimination in the workplace includes discriminatory practices based on age, such as termination and the lack of hiring; as well, as a perceived lack of support of management of employees of a certain age (Macdonald & Levy, 2016). However, there is evidence that perceived age discrimination influences workers in many age groups, with a negative impact on job satisfaction, commitment, and engagement (Macdonald & Levy, 2016). Whereas, perceived social support may help to improve these negative effects. In spite of the perceived disadvantages of an ageing workforce, research shows that older workers generally perform more consistent and produce work of a higher quality than younger workers (Iley, 2012). Older workers are also shown to have had fewer non-fatal accidents (Iley, 2012). Some additional benefits of older workers include greater knowledge, skills, experience, anticipation, and motivation to succeed.

Womanhood is known to come with inherent responsibilities. They are not only valued as submissive partners to their significant other, they have a greater purpose. Woman are known for their dutifulness and being able to take on the tasks that man has delegated to them such as maintaining a household, taking care of finances and being hosts in society. Moreover, it was also their duty to be fit wives and mothers to children to continue on the family line. However, as women age, their usefulness seems to decline with them. Older women are seen as an ineffectual presence in society. They no loner hold their beauty that might fetch them a decent husband, they can no longer bear children that continue the family lineage, and they cannot take on the tremendous responsibilities that they once did. This is only a stereotype that haunts older woman. Women of age hold so much more dimension than being called "useless". The older generation of woman should be credited with the ability to survive and grow, not only physically, but mentally, and become wise patrons in a society that could use their advice and experience.

The area of diversity that we will look at here is Ageism. First we will discuss some of the more important barriers that are present because of age. We will discuss how this group is affected by discrimination, prejudices, and stereotypes and some of the sources that perpetuate it. Finally we’ll attempt to show some strategies that both young and old can use to promote communication and understanding to hopefully reduce the divide between the young and old.