Ageism

Age Discrimination

Negative stereotypes about older workers as well as the elderly in general may act as precursors to discriminatory practices toward them. Todd Nelson wrote in 2002 that the Age Discrimination Act of 1967 (ADEA) was designed to protect individuals older than 40 years of age from employment discrimination based on age, as well as to promote opportunities for older workers who were capable of meeting job requirements. Under the ADEA, it is unlawful for an employer to discriminate against a person because of his or her age with respect to terms, conditions, or privileges of employment—including but not limited to promotion, firing, hiring, layoff, compensation, job assignments, training, and benefits. The act was amended in 1974, 1978, and 1986. The act now prohibits mandatory retirement for most federal, state, and private employees based on age. However, there are areas of discrimination not addressed in ADEA, some of which are subtle, such as qualified older adults not being hired for positions or job-displaced middle-aged and older workers having a difficult time finding employment.

Ageism Reduction

Following are 10 suggestions for ageism reduction:

• 1.
  Heightening sensitivity to the stereotyping of older persons
• 2.
  Creating greater exposure to diversity in the personal characteristics of older people
• 3.
  Having greater commitment to recognizing and responding to diversity in dealing with older people
• 4.
  Making deliberate use of perspective taking to see the older person as an individual
• 5.
  Seeking out opportunities for intergenerational cooperation
• 6.
  Taking advantage of opportunities to promote the social attractiveness of older people
• 7.
  Strengthening institutional practices that promote the norm of human-heartedness
• 8.
  Sensitizing ourselves to the stigma of degeneration and dependency
• 9.
  Reviewing policies and practices for evidence of stigmatizing through disrespect, particularly

  ...