The geriatric population is surging across the world, “Triumphant advances in medicine combined with economic and social development are resulting in increased longevity in the world’s population” (Hanson, 2014, p. 225). Aging is an undeniable process, and though there are techniques and procedures that may minimize the appearance of aging, the biological process itself, is unpreventable. However, it is ironic that the Western world correlates and glorifies youth and beauty whilst it simultaneously holds prejudiced views against the aging process, even though every individual ages with every second that passes. Stereotypes are exaggerated, prejudiced, and distorted generalizations that degrade individual uniqueness by creation of …show more content…
The cost of living especially in Canada is a steady increase and as a result, job security is of paramount importance for everybody in the general public. Without a stable and proper income, an individual’s existence is difficult to maintain. Additional stressors such as an increase in age and stereotypical views embedded into society are elements that must be overcome. This is the situation older adults are facing in the Canadian society nowadays. By definition, “ageism refers to prejudice against older people” (Novak, Campbell & Northcott, 2014, p. 7). Ageism is relevant to the discussion of why it is more difficult for the senior population to access jobs to maintain living expenses. Stereotypical beliefs such as “older adults are commonly considered to be less productive and less trainable and promotable than younger workers,” (Malinen & Johnston, 2013, p. 446) can increase discrimination leading to barriers in job access. This results in a forced and early retirement, which can be causative factors of lowered standards of living for the elderly (Noelke & Beckfield, 2014).
Age discrimination can also impede on opportunities for employment due to stereotypes employers might have during job application evaluations and interviews (Irving, 2015). Despite evidence that there are “no performance differences between older and younger employees, or that older workers even outperform younger employees, discrimination against older workers can be evident”
One important aspect of ageism is that the stereotypes created are often undeserving of the older population’s actual capabilities.
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.
Age discrimination in the workforce is a major issue in Today’s society. Although this is hardly ever mentioned, it is a concern that affects the aging population and their work performance. Those who are of old age are often not given a chance and looked down on. They are thought of as being mentally and physically in decline, less adaptable, unwilling to be trained, and costly to the organization. The elderly are considered “slow workers.” They are often forced to work extra hard to prove to their employer, they are capable of working as effective as the young. Defining someone’s work performance according to their age is against the law. The Age Discrimination in Employment Act (ADEA) addresses discrimination against the older population. This Act was passed by congress to ensure people of age 40 and older are given fair judgment in the workforce; however, the maturing population of baby boomers has led to an increasing number of elderly workers. This has cause age discrimination to rise. It is important that we review and analyze age discrimination has a political issues that must be changed. Although ADEA sets out to help the aging population, changes should be made within the employer. In order to seek change, one must first understand ADEA and how it promotes fair treatment for the elderly.
At present, we can see some cases of elder abuse and age-based discrimination happened in Canada. For example, some employers, medical care workers and service staffs are not treat old adults as well as professional. It is an ageism behavior and there are plenty people don’t have awareness of human rights of old people. Therefore, it is necessary for people to be educated with that, especially the professionals. Furthermore, as far as I am concerned, the quality of life for old Canadian adults not only limits to the basic needs, but also older people want more and more spiritual demand and physical satisfaction. Based on the report, it argued that old adults should also have opportunity to the job and the mandatory retirement should be abolished and employers also need to encourage this positive employment environment. As a result, a professional society would teach people to respect the elderly, satisfy their needs and eliminate the bias of people for them.
Many sociologists believe that, like childhood, the age status is socially constructed. Many discussions about old age are negative and stereotypical, therefore it is constructed as a problem. People have different critical stereotypes of elderly people, they see them as, slow, old fashioned, complaining all the time and many other traditional stereotypes. An example of this would be the Griffiths Report. This report claimed that the care of the elderly was pushing society to facing the problem of meeting the growing costs that health and social care needs in order to help the growing number of elderly people. There has also been a recent fear of the ‘pension time bomb’ this has also caused some negative attitudes and concerns that the ageing population creates a
Age discrimination has long been present in society due to the rapid development happening around us. According to Farney, Aday & Breault (2006), this era of ageism is defined as "discrimination against any age group", but it often is pointed to age discrimination among adults which is slowly causing a negative effect for them in the workplace. In the workplace, adults with more experience and longer history behind them are targets of this ageism belief that companies and employers tend to have (Farney, Aday, & Breault, 2006). They are shunned and even fired in favor of accepting new and fresh faces for the company they have worked for. Unknown to most companies and employers, this notion of favoring the young and banishing the old can
Discrimination against older workers is one of the forbidden grounds of discrimination in the labour market across Canada. Age discrimination affects an older adult’s career, advancements, opportunities, and privileges in the labour market. Furthermore, older adults tend to be marginalized, institutionalized, and stripped of responsibility, power, and their dignity (Nelson 208). The Canadian population is aging rapidly and that changes in the population age structure have led to considerable discussion of ageism and social policies like mandatory retirement and old age security. Employers continue to have negative attitudes and stigma toward older workers (Klassen and Gillin 36). Social policy like mandatory retirement is the leading form
When most people envision an elderly person, their minds go to the iconic little old lady or man. They automatically think about them having psychological ailments such as dementia or Alzheimer’s. With this assumption comes many unfair prejudices in the work place or other
Age discrimination in employment is a complex issue which impacts many areas of Government policy and has many implications for individuals themselves. Age discrimination can occur across all spectrums of employment and can affect both young and old. Age discrimination can affect a person’s chances of getting a job, and potentially their chances of promotion or development within the workplace. Age can also be a factor when employers are deciding who should be selected during a workforce downsize or redundancy of work due to a mergers and acquisitions.
Aging! We all do it every day, but have you ever thought how it is going to affect the rest of your life or more importantly your career? Aging isn’t something that we get to choose if we participate in, however working is, and aging may affect that choice. Right now, I want you to think about the age of sixty-five. What words pop into your head when you think of someone sixty-five? I’d imagine some of the words you thought of were retired, old, fragile, slow, as well as many others. Those words right there all help to explain the many concerns that one’s employer may have when hiring someone that is of the older population. When we think of the older population in the work force we don’t necessarily think of positive things, instead we think of things. When we think of this population in the workforce we generally think of lower production rates and higher costs. These can create issues among the older population, as employers must consider all the possibilities when hiring someone. We know that more people in the older population are continuing to try to continue their careers, but why? How hard is it for them to continue? What changes have made it easier? How are the younger and middle aged populations perceiving them in the work place? This are only some of the many question surrounding the increase of aged workers.
The Age Discrimination Employment Act (ADEA) was passed over 40 years ago (in 1967) prohibiting the denial of employment, forced retirement, hours of employment, compensation, or termination of individuals due to the person's age, and it was meant to encourage the employment of older individuals based on their abilities and invaluable experience. However, age discrimination and ageism still permeate American society and the workplace.”(Tate)
Age discrimination is mainly toward the older (60 +) and younger (14-17) people in their early teens. Many Americans have been fired, forced into retirement, or turned down from a job due to their age. Older age employers are discriminated against in the workplace because of appearance and their ability to do the work required is believed to slow. Employers are more likely to hire a person who is much younger and more attractive than an elderly person. Also, employers want to employ people who are able to do the work required. This is another way in which older people are discriminated against even though they may be very capable to do the job. “The Age Discrimination Act of 1975 prohibits discrimination on the basis of age in programs and activities
Knowing and having an understanding of what ageing stands for, remains an important step, growing-up or growing older and ageism are theories about older individuals. Ageism includes preconceptions that elderly are categorized for their age and perceived as weak, and incapable of performing tasks and needy of others (Quadagno, 2014). Another view about elderly individuals is the way they are looked down on by the younger society, i.e. elderly are not as intelligent as their younger competitive working force. People fear what they do not know and do not understand. Age transpires as something that must be lived through in order to understand what ageing means; looking back on one’s life and seeing accomplishments made,
Elderly people are often stereotyped as forgetful, weak, or unable to take care of themselves; keeping this in mind, how can you logically hire an elderly person to do a job that a young, more physically fit employee could undoubtedly perform with less risk and effort. Stereotypes such as these are playing a huge role in the controversy over mandatory retirement. Morgan
The way companies phrase the type of worker they are looking to hire can be discouraging, using phrases like fresh thinking and high energy. Older applicants may associate those words with youth. Recruiters may need to be retrained to offer an equal opportunity to all candidates they are interviewing. They may need to spot that an older applicant feels uncomfortable with a behavior interview and they may need to give a functional interview instead. Some studies show that some hiring managers have poor views of older applicants. Managers worry that older applicants may be burned out or unwilling to work for a younger person. They also fear they will be more expensive to employ as they will have to be trained with technology or they may be ill more often. Hiring managers therefore need to be trained in the positive benefits of hiring older workers.