Aging workers. Several initiatives can help foster a wholly inclusive workplace regardless of those factors that can divide and pit employees against one another (for example, age, gender, and race). It is interesting that the research noted above makes no mention of caregiving responsibilities contributing to imbalance. Work, Employment and Society, 00(0), 1 to 21. https://doi.org/10.1177/0950017019847943, van Dalen, H., & Henkens, K. (2017). Appendix B offers some evidence about existing stereotypes about older workers. What was done to explore stereotypes about older workers, 4. (2019). Most of the claims filed regarding age . Certified Age Friendly Employers pay a fee for triennial reviews & monitoring and for support of The Age Friendly Foundation's extensive advocacy outreach on behalf of job seekers over age 50. Resources include tools to help with senior-specific development policy and senior employee appraisals. Evidence suggests that across cultures and continents, young adults (those most often identified as having ageist attitudes) hold remarkably similar perceptions of aging; that is, there is an increase in wisdom but a decline in the ability to perform everyday tasks (Lckenhoff et al., 2009, p. 12). Many of these stereotypes are inter-related and speak to more than one level. The research reveals there are varying definitions of older workers, and also indicates a range of approaches for measuring the concepts contributing to stereotypes. Positive images of older workers are more prevalent amongst managers who are themselves older (van Dalen & Henkens, 2017). Recently the test for prima facie (at first sight, apparent) discrimination based on family status in B.C. These include short term disability . This includes a few multi-country studies and a large study of United States retail workers. An Australian report shows how euphemisms may mask discrimination. At your age, what would the benefit be?, Were looking for a more mature candidate to handle this job, Students are noisy and unreliable tenants.. A second study from Australia, with nurse recruiters as the participants, found that adaptability was a characteristic attributed by recruiters to younger (under age 40) rather than older (aged 55 to 70) nurses (Gringart et al., 2012). Age, resistance to change, and job performance. The pervasiveness of age norms in Western Europe. Retrieved fromhttps://www.canada.ca/en/national-seniors-council/programs/publications-reports/2011/labour-force-participation.html, Ng T., & Feldman, D. (2008). (2016). Empirical studies participants are a wide range of ages and are in some cases post-secondary students or members of the general public, but mostly studies explore perceptions about older workers from employees or employers (which may include human resources professionals, hiring managers, or others with hiring power or a supervisory role); many studies include both groups. When asked to specify what age was too old to work (for men and women, average response was 64.5 years and 60 years, respectively. (2001). When a worker becomes an older worker: The effects of agerelated social identity on attitudes towards retirement and work". Age-related stereotypes may impact older workers when they attempt to (re)engage in the labour force (Gahan et al., 2017; Nova Scotia Centre on Aging, 2018). A study of pharmaceutical companies in the United States found that negative perceptions of older workers capacity for innovation and change (measured by creativity, flexibility, motivation, willingness to learn, and innovation) lessened with respondent age (McNamara et al., 2016). Journal of European Social Policy, 19(1), 47 to 60. https://doi.org/10.1177/0958928708098523, van Dalen, H., Henkens, K., & Schippers, J. Journal of Applied Social Psychology, 44, 175 to 189. https://doi.org/10.1111/jasp.12208, Blanger, A., Carrire, Y., & Sabourin, P. (2016). Information on how older adults from minority groups experience age-based stereotyping in the labour force, for instance, would be insightful for informing targeted initiatives. Inappropriate interview questions such as: asking a candidate their age, when they plan to marry, or when they hope to retire should not be part of interview questions. The Ontario Human Rights Code protects people from discrimination under the ground of age. A study of over 2,000 employees of a national Italian rail company found that women were more likely than men to perceive that others were negatively stereotyping them based on age (Manzi et al., 2018). In organizations where negative stereotypes are more common, such as finance, insurance, and information technology, greater effort can be made to reflect older workers in the recruitment process. This strategy can reinforce the message these images convey and improve a sense of organizational acceptance and belonging. Outside of these types of programs, it may be age discrimination when you are treated unfairly because of your age. Approximately 40% (United Kingdom) to 60% (Greece) of employers in a comparative 2005 study using European data believed there would be less enthusiasm for new technology as their employees average age increased (van Dalen et al., 2009, p. 20). Why it's important to address stereotypes about older workers 2. because of assumptions or stereotypes about young peoples maturity, responsibility or behaviour. Examining positive and negative perceptions of older workers: A meta-analysis. Literature published in English and French between January 2009 and October 2019 was identified through database searches (for example, Academic Search Premier, Business Source Premier), targeted web searches (for example, Google Scholar, government, organizations), reference list reviews and other sources. Finding the frame: An empirical approach to reframing aging and ageism. However, perception of being stereotyped differs between men and women, with women perceiving that they are being stereotyped more often than men. Perceptions of productive skills or attributes may underlie some competence stereotypes. There is no one type of older worker. The data on stereotyping are largely based on studies 10 to 20 years old, so caution should be exercised in relying on these sources, particularly with regard to stereotypes and evidence about older workers and technology. Evidence from a panel study among employers. Social comparison affects older peoples performance differently depending on task domain. Promote images of older adults engaging in variety of activities (for example, sports, arts, leisure), profile older adults who take on new initiatives. Education Commons, 96 to 103. https://digitalcommons.fiu.edu/cgi/viewcontent.cgi?article=1542&context=sferc, Ilmarinen, J. The social and economic impacts of ageism, including impacts related to employment and workforce, were examined in the report An Examination of the Social and Economic Impacts of Ageism (2020). The Gerontologist, 49(3), 317 to 332. https://doi.org/10.1093/geront/gnp031, Cadieux, J., Chasteen, A., & Packer, D. (2019). For example, Recruiting advertisements could feature older workers at computers, using the company gym and so forth (Posthuma & Campion, 2009, p. 182). The lack of Canadian evidence and information about identity, diversity, and living environment make it difficult to draw conclusions about applicability to a Canadian context. The work builds upon, and complements, the Forums initiatives on the labour force participation of older workers and ageism Footnote 1,Footnote 2, and will help to inform policy discussions and program development. The changing labour market and what it may mean for understanding older worker stereotypes is also worthy of consideration. Age is unrelated to curiosity and willingness to learn. The variety of definitions (including what is meant by competence), lack of definition, and overlap with other traits makes these stereotypes a challenge to disentangle. Age discrimination in the workplace: The more things change. Journal of Vocational Behavior, 47, 248 to 268. https://doi.org.10.1006/jvbe.1995.0003, Swift, H., Abrams, D., & Marques, S. (2013). Too old to work, or too young to retire? Gendered ageism refers to intertwined ageism and sexism (Taylor et al., 2013), and may mean older female workers are more vulnerable to ageist stereotypes compared to older male workers. Mount Saint Vincent University. Belgium launched a campaign, There is no age for talent, which includes events organized by unemployed people aged 55 and above to motivate peers and employers. The age of workers identified as older varies internationally. Do older workers squeeze out younger workers? That is, several articles discuss initiatives to extend older workers tenure through changes in employment and health policy, workplace accommodation, enhanced benefits, worker protections, etc., but they do not target stereotypes specifically. Being exposed to positive age stereotypes (motivation, ability to work, learn and develop) was found to influence white-collar employees retirement intentions in one study. They are inefficient and unproductive. Within the workplace, inclusive images of workers of all ages should be strategically and widely displayed (for example, lunchroom, washroom, promotional materials). You dont have to be standing over them constantly.
10 Advantages of Retaining and Hiring Older Workers: Lessons from NYC Small Businesses. Negative stereotypes have also been linked to older workers themselves reporting a lower self-worth and early exit from the workplace. Work, Aging and Retirement, 2(2), 217 to 229. https://doi.org/10.1093/workar/waw007, Marcus, J., Fritzsche, B., Le, H., & Reeves, M. (2016). Becoming an age-friendly employer: Evidence report. Ageing and employment policies. If strength or stamina does become an issue, an employer must consider how accommodations or retraining within the workplace can support staff. Final Report. Frontiers in Psychology, 10. https://doi.org/10.3389/fpsyg.2019.00688, Turek, K., & Henkens, K. (2019). In fact, many older employees may have grown and developed in the workplace as a result of training and experience. Five ways you can combat ageism in the workplace: Ageism Against Older Employees in the Workplace. For example, a study found that older Black British job applicants were invited to interviews less often than older White British applicants, but both groups were invited far less than younger job applicants (Drydakis et al., 2018). Prevents old ideas about gender from entering new procedures, Diagnose bias: Assess where bias appears in the local organization. https://papers.ssrn.com/sol3/papers.cfm?abstract_id=3005980, van Dalen, H., Henkens, K., & Schippers, J. Age bias in the workplace: Cultural stereotypes and in-group favoritism. Set up intergenerational teams or mentoring processes to support these interactions. The age-old discrimination over old age By: Charles Adler Posted: 2:02 AM CDT Saturday , Jun . You cannot refuse to hire, train or promote people because of their age. However, the Organization for Economic Co-operation and Development (OECD) defines an older worker as aged 50 and older (OECD, 2006), which is the common international literature definition. A large, multi-country study in Europe found that older workers are more satisfied with their jobs when they live in a country that views older workers as competent (Shiu et al., 2015). Exploring the workplace impact of intentional/unintentional age discrimination. A related assumption is supported by job seekers recognizing that employers are reluctant to train them due to perceived low return on investment (Berger, 2009). One study from the United Kingdom found that older adults may underperform when they face being compared to a younger person on a task for which older adults are often negatively stereotyped. Are you sure you can handle this job? Age metastereotyping and cross-age workplace interactions: A meta view of age stereotypes at work. (FPT Ministers Responsible for Seniors, 2018 - report); Obtain evidence on Canada labour market with attention to industry and geography. Journal of Human Resources in Hospitality and Tourism, 12(1), 1 to 25. https://doi.org/10.1080/15332845.2013.723252, Rabl, T. (2010). Some literature also suggests age-friendly workplaces are inclusive of everyone, regardless of age, and proposes strategies for valuing a diverse workforce and managing workplace age diversity in general. Individual level stereotypes about older workers competence, adaptability (most often associated with technology and learning) and warmth (meaning sincere, kind, or trustworthy) are most common. Portrait of caregivers, 2012. Stereotype threat among older employees: Relationship with job attitudes and turnover intentions. The ban on discrimination by age refers to a person 18 years of age or over in Alberta, Ontario, and Saskatchewan: and 19 years of age or over in British Columbia. Increases manager buy-in; creates change agents, Intervene: Roll out change in groups. The FPT Seniors Forum identifies this as a fallacy; in fact, the number of jobs in an economy is variable, not fixed (FPT Ministers Responsible for Seniors, 2018). However, it is possible that they are not asked to attend training as often as their younger colleagues. In Bradley , the Canadian Armed Forces had hired a younger officer for the position and someone had noted the complainant's age of 43 years in the margin of notes used for assessment. Knowledge gaps relating to identity (for example, gender, ability and race), diversity (for example, new immigrants, Indigenous communities and LGBTQ peoples), and living environment (rural, urban and on-reserve), and the intersections among these factors and age, are evident in the literature. The intersection of age-based stereotypes with other stereotypes, such as those found in race and gender, need more investigation. Many studies examined for this report compare younger and older workers characteristics or stereotypes. For example, older workers are often seen as warmer (meaning sincere, kind and trustworthy) but less competent (meaning capable, skillful and intelligent) (Krings et al., 2011). (2008). (n.d.). Website: www.hrto.ca. Journals of Gerontology: Psychological Sciences. Older workers will always miss too much work due to illness/disability. Yet negative beliefs and attitudes about older workers, in the form of stereotypes, persist and may impact their labour force participation. Other suggestions in support of inclusivity include: Moreover, drawing on recent work to reduce gender bias in the workplace, the small wins model is worthy of consideration to achieve sustainable organizational change. Stereotypes about older workers 4. Strikingly, data from a Polish study found that where an upper limit for candidate age preference existed amongst managers, age 45 was the average maximum age (Turek & Henkens, 2019). Age (26%) Age discrimination was most prevalent among those under 30 and over 60. This in turn reduces our understanding of effective strategies. This research explores stereotypes about older workers. No matter what I did I would still end up on the same position: Age as a factor defining older womens experience of labour market participation. All levels of government encourage the engagement of older workers who offer value to our economy and the broader society. When age does not harm innovative behavior and perceptions of competence: Testing interdepartmental collaboration as a social buffer. Several awareness approaches are found in an OECD-developed resource to promote longer working lives (OECD, n.d.). Age Discrimination. http://www.oecd.org/employment/ageingandemploymentpolicies.htm, OECD. (2018). Results from this study indicate that these participants showed motivation to achieve (measured by responses to questions about their hope for success and fear of failure). Retrieved from http://www.statcan.gc.ca/pub/89-652-x/89-652-x2013001-eng.pdf, Smeaton, D., & Parry, J., (2018). (2013). Being seen as less competent has implications for older job candidates competing with younger candidates, even when an older candidate may simultaneously be seen as warm (Krings et al., 2011; Shiu et al., 2015). Although not a stereotype, a norm is similar in that it is a perception or belief that may impact behaviour. This table lists a selection of negative stereotypes for which evidence and/or counter-evidence of their basis in fact was found. A review of 318 studies found that the only stereotype consistent with empirical evidence is that older workers are less willing to participate in training and career development activities" (Ng & Feldman, 2012, p. 821). (2012). However, discussion about competence stereotypes notes that age is not related to curiosity or willingness to learn (Appelbaum et al., 2016). Definitions can be influenced by different factors, such as a national mandatory retirement age and anti-age discrimination legislation (Dordoni & Argentero, 2015). The stereotypes are mainly a contrast between older and younger workers (for example, older workers are less motivated than younger workers). The moderating effects of national age stereotypes on the relationships between job satisfaction and its determinants: A study of older workers across 26 countries. This section of the report, Section 3, looks at ageism and the labour force to examine older worker stereotypes held by employers, older workers, older adults and the general public. was clarified by the province's Court of Appeal. In a review of research published prior to 2009, authors concluded that older workers are perceived as less intelligent than younger workers (Ng & Feldman, 2008). Studies draw from workers and employers in various industries, occasionally occupation groups (for example, taxi drivers) or traditional collars (for example, blue collar, white collar), or levels of authority (for example, persons with hiring or decision making authority). Rather than age, exercise, nutrition, and other lifestyle factors are bigger influences than age on of the relative strength required in the workplace. Awareness campaigns could counter stereotypes linked to competency and adaptability and resistance to change. Certification does not mean that the business's products or services have been evaluated or endorsed as age friendly by The Foundation. In addition to differences in definitions, labelling older workers by chronological age can perpetuate organizational ageist attitudes and age discrimination (Sterns & Miklos, 1995). Promote images of multi-generational work settings. Mechanisms such as flexible workplace policies and government efforts to remove structural barriers to working longer are important mechanisms to promote older workers labour force participation but they do not address stereotypes. Reducing gender biases in modern workplaces: A small wins approach to organizational change. The following offers a synthesis of available initiatives and other suggestions to mitigate stereotypes about older workers and any ensuing discriminatory behaviours. The study notes a major employment barrier arising from the stereotype of older workers disinterest in technology, although current older workers are generally familiar with workplace technology. Older workers cost more than younger ones. It's not easy for an Applicant to . You must make sure that your workplace is free from discrimination, is inclusive, and respects and supports the needs of all its workers, including older employees. (n.d.). Managers' attitudes to their older employees: A cross-sectional study. (2019). Understanding stereotypes in a changing and dynamic labour market is important. The organizational level concerns stereotypes about older workers value, cost and worth to an organization. Most research on stereotypes is undertaken to determine whether or not older worker stereotypes are held. Population and Development Review, 36(2), 309 to 330. https://www.jstor.org/stable/25699062?seq=1#metadata_info_tab_contents, von Hippel, C., Kalokerinos, E., & Henry, J. Older workers may have more difficulties with complex tasks that require a high level of executive functioning and may have poorer recognition and recall memory. However, this finding is from a smaller study of white-collar employees in one country, and may not represent other employee groups. The Human Rights Code (the Code) do not specify a retirement age. This special designation means The Age Friendly Foundation has determinedfollowing a confidential, comprehensive in-depth analysis based on interviews with authorized employer representativesthat the employer meets The Foundation's Age Friendly Certification Standards. To make a human rights complaint called an application contact the Human Rights Tribunal of Ontario at: Toll Free: 1-866-598-0322 Stereotype threat and older workers attitudes: A mediation model. In 2019, the Forum of Federal, Provincial and Territorial (FPT) Ministers Responsible for Seniors commissioned a review of the literature to examine current knowledge on attitudes and beliefs about older workers and to uncover initiatives to address stereotypes. Age work in organizations: Maintaining and disrupting institutionalized understandings of higher age. If you use a teletypewriter (TTY), call 1-800-926-9105. Industrial and Commercial Training, 48(4), 181 to 188. https://doi.org/10.1108/ICT-02-2015-0015, Australia Health and Ageing. Studies on recently retired older workers are nearly absent in the sample. In Canada, an older worker is frequently defined as 55 years of age or more (FPT Ministers Responsible for Seniors, 2019). Part of this work is to undertake consultations on ageism. Common misconceptions about mature workers include: Seniors are phenomenal employees. Of course, negative stereotypes about older workers are not necessarily true. Personnel Review, 47(1), 187 to 205. https://doi.org/10.1108/PR-11-2016-0306, Peters, P., Van der Heijden, B., Spurk, D., De Vos, A., & Klaassen, R. (2019). It should be noted that the information compiled for this report was obtained prior to COVID-19 pandemic in Canada. Concentric circles representing 3 levels (individual, organizational and societal) with symbols. The use of online application processes with screening features can assist with unbiased assessment of applications. Younger workers in this study were found to be more resistant to change than the older workers. For older workers, experiencing and perceiving stereotyping puts them at risk of internalizing these beliefs and holding negative attitudes towards work, with potentially negative consequences for their labour force participation and mental health. Working Seniors in Canada. However, a Dutch study on managers employment decisions about early retirees found no evidence that gender affected decision-making when participants were presented with a hypothetical retired job applicant (Karpinska et al., 2013). You have the right to be offered the same chances in employment as everyone else. P.170, Stereotype threat is the psychological threat of conforming or being reduced to a negative stereotype about a group to which one belongs (von Hippel et al., 2013, p. 17). The societal level concerns stereotypes linked to labour force trends and considerations, as well as the norm that older adults should exit the workforce by age 65. (2013). (Posthuma & Campion, 2009 - literature review). You cannot refuse either directly or indirectly to serve people based on age. However, most negative stereotypes appear to attribute characteristics of the minority of older persons who have health and cognitive challenges to all older workers, and to ageist views in general. The perception that older adults abilities decline with age is discussed in one study as an important determinant of negative perceptions of older workers development capability (Fiore et al., 2012). Some researchers suggest workplaces counter negative stereotyping by highlighting positive stereotypes about older workers (von Hippel et al., 2013). Evidence from studies conducted more than 10 years ago shows older workers are not more vulnerable to work-family imbalance than younger workers. Whereas, in 2015 Statistics Canada highlighted that one in five (or 1.1 million) Canadians 65 years and older reported working, the highest recorded since 1981. *Qubec contributes to the Federal/Provincial/Territorial Seniors Forum by sharing expertise, information and best practices. Reducing gender biases in modern workplaces: A small wins approach to organizational change. However, a more recent study of Dutch supermarket workers found that those aged 50 to 67 were more likely to feel an imbalance between their work and private life than their co-workers under 30 years old. Attitudes and discrimination; Inaccessible workspaces and work tools; Lack of workplace accommodations; https://www.ageing-better.org.uk/sites/default/files/2018-09/Being-age-friendly-employer-evidence-report.pdf, Solem, E. (2016). A list of employers that have earned The Foundation's Certified Age Friendly Employer designation is available at this page: https://www.agefriendlyfoundation.org/success-stories. Live longer, work longer. Interestingly, a large German study suggests that younger workers are actually more resistant to change (Kunze et al., 2013), despite this stereotype being associated with older workers. Retrieved from https://www.canada.ca/en/employment-social-development/corporate/seniors/forum/labour-market-decisions-older-workers.html, Finkelstein, L., King, E., & Voyles, E. (2015). Canada's other jurisdictions are not age specific. Engage me: The mature-age worker and stereotype threat. Age-based discrimination in the labour force is both implicit and explicit. TTY Toll Free: 1-866-607-1240 At the societal level, the lump of labour stereotype suggests that younger workers are denied employment opportunities when more older adults engage in work and delay retirement. However, if differing salaries are not as a result of merit, but solely because of age, than a case could be made for age discrimination. Academy of Management Journal, 59(6), 2132 to 2156. http://dx.doi.org/10.5465/amj.2015.0564, Kunze, F., Boehm, S., & Bruch, H. (2013). The Italian rail employees study also examined job status (participants self-reported if they were supervisors, clerks or manual workers) as a possible factor in perception of being stereotyped, but found no evidence of it, although there are some limitations noted with that studys sample. Research on labour force participation and retirement trends suggests that Canadians working past the age of 65 will continue due both to need and a desire for continued employment (Blanger et al., 2016). For example, many Canadians view 65 as the normative age of retirement, due to this being the age eligible to receive public pension benefits such as Old Age Security. Five actions to be an age-friendly employer: The Age Friendly Foundation's ("The Foundation") Certified Age Friendly Employer (CAFE) program is an initiative to identify those organizations that are committed to being the best places to work for employees at or above age 50. (2019). Focus groups with older workers in Nova Scotia found that job-seeking older adults perceive discriminatory practices during candidate selection, and in some cases, experience discriminatory behavior (such as being asked to state their age during an interview) (Nova Scotia Centre on Aging, 2018). While some evidence suggests that older people are invested more in family than in work compared with younger workers, a 2012 analysis concluded that older workers do not experience more imbalance than younger workers. There are both positive and negative stereotypes about older workers. Public awareness initiatives about older workers value and importance are usually embedded within campaigns about the aging population and older adults in general, or initiatives through broader aging-specific strategies (for example, Alberta, Nova Scotia, British Columbia). The UK has developed guidelines and a tool kit outlining practical actions to help employers become age-friendly workplaces (Centre for Aging Better, 2018). They used population survey data for individuals aged 20 to 64 collected between 1977 and 2011, and found no evidence for claims that the presence of older workers reduces opportunities or wages for younger workers, even considering gender and education levels. Ageism also results from looking at and designing society based on the needs of either younger or older people, without looking for ways to include to all people, regardless of age. Entrenched stereotypes about older workers (van Dalen et al., 2010) are possibly due to implicit attitudesassumed to have developed over an individuals lifetime (Malinen & Johnston, 2013, p. 459). Potential action addressing stereotypes about older workers 5. The Federal, Provincial and Territorial Seniors Forum has identified ageism as a barrier to older workers labour force participation (FPT Ministers Responsible for Seniors, 2018). Evidence from older data shows age has a weak, negative relationship to career development motivation and motivation to learn. There is also evidence linking perceptions to performance in older adults. European Journal of Work and Organizational Psychology, 22(3), 331 to 346. https://doi.org/10.1080/1359432X.2012.748656, James, J., McKechnie, S., Swanberg, J., & Besen, E. (2013). Stanford Institute for Economic Policy Research, SIEPR Discussion Paper No.13-011. Remarkably, a German study undertaken as that country began widespread promotion of older workers potential suggests that some managers interested in promoting early retirement may use mental and physical decline stereotypes to support early retirement (Collien et al., 2016). Work, 59, 49 to 58. https://doi.org/10.3233/WOR-172663, Nova Scotia Centre on Aging. Focus groups with older job-seekers in Nova Scotia provide some insight into Canadas age norms, with many noting employers hold the norm of retirement at age 65. https://nationalseniors.com.au/research/discrimination/the-elephant-in-the-room-age-discrimination-in-employment, Bal, A., Reiss, A., Rudoph, C., & Baltes, B. What are some examples of common ageist language? A large study of US retail employees examined the perception that older workers are less likely to be promoted; employees who held this perception were less likely to be engaged at work (James et al., 2013). Professional development opportunities for all workers about work settings that are multi-generational are also recommended to understand respective value systems and other factors that may contribute to work style. The Code defines age as 18 years or older. Indirect age discrimination can also occur in the workplace. A similar conclusion is drawn from a survey of 102 human resource personnel in the United States, who were less likely to want to hire the older candidate when asked about the likelihood of hiring 1 of 3 differently-aged candidates (Fasbender & Wang, 2017). Retrieved from https://www12.statcan.gc.ca/census-recensement/2016/as-sa/98-200-x/2016027/98-200-x2016027-eng.cfm, Sterns, H., & Miklos, S. (1995). Age-friendly Boston action plan 2017. https://www.boston.gov/sites/default/files/embed/f/full_report_0.pdf, Collien, I., Sieben, B., & Muller-Camen, M. (2016). Lori Keetch, Editor/Owner, Senior Connector. (Lamont et al., 2015 - meta-analysis of 32 articles using experimental designs in controlled settings). There is limited evidence exploring older worker stereotypes and gender. One way that ageism may be expressed is through stereotypes, which can result in discrimination against older workers. Individual level stereotypes in these areas may contribute to stereotypes about older workers productivity and performance. For example, promoting the baby boomer population as one that has embraced technological change throughout their lives (Huyler & Ciocca, 2016) would lead to a more appropriate understanding of this group. There are initiatives aimed at increasing older adults labour force participation, but few if any focus specifically on addressing stereotypes about older workers. While such recommendations are not usually attached to specific stereotypes, this action is suggested to debunk employers prevailing negative beliefs about older workers, especially regarding competence and resistance to change as presented in 3.2.1. Within the workplace, older adults are less likely to be hired, receive training and experience more discrimination than their younger colleagues. Gender & Society, 13(6), 725 to 750. on the basis of their age.6 Thus, gendered ageism refers to the difference in the stereotyping of and discrimination against older men versus older women. Professional development opportunities to keep older adults skill sets relevant is a common suggestion (Abrams et al., 2016; Berger, 2009; Fiore et al., 2012), particularly given workplace changes arising from knowledge-based economies and continually transforming technology. The WorkBC employers tool kit: A resource for British Columbia businesses. For example, Dutch employers and employees in one study identified older workers productivity as lower than younger workers (van Dalen et al., 2010). Employers attitudes toward older workers and obstacles and opportunities for the older unemployed to reenter working life. Investigating those who hold gendered stereotypes about older workers, Turek and Henkens(2019) found that employers with gender preferences for job candidates were more likely to have discriminatory age preferences. Managing age discrimination: an examination of the techniques used when seeking employment. How old are older workers? Employers designing and administering pension . Much research is based on younger workers perceptions of older workers, which can perpetuate intergenerational conflict and prohibit inclusive workplaces. Psychology and Aging, 28(1), 17 to 27. https://doi.org/10.1037/a0029825, WorkBC. Dealing with older workers in Europe: A comparative survey of employers' attitudes and ageism. It finds negative stereotypes of older workers competence and adaptability are common. In turn, these negative stereotypes may contribute to perceptions that older workers are unproductive and perform poorly. The current literature on prevailing stereotypes about older workers provides some insights into who holds these views and the factors that perpetuate them. Tilburg University. To address the competence stereotype, it is suggested that counter-evidence be provided to hiring personnel, given how commonly this stereotype is applied at hiring (Krings et al., 2011). Employees can benefit from supporting and learning from one another across experiences, skills, and ages. Promote profile of baby boomers who are todays and tomorrows older workers and whose health and wealth is different from previous cohorts. Working Better with Age, Ageing and Employment Policies. The title and abstracts of initial literature selected were reviewed by the team for focus on stereotypes of older workers. Center Research Paper no. Offer professional development sessions for all employees on work-life balance. Top three types of discrimination. Promote statistics about older workers working past retirement age norms and profile older adults looking to change careers or who are seeking new work opportunities. The Human Rights Act, 2010 ("the Act") in this province prohibits discrimination based on age in the advertising, interviewing, hiring, promoting and termination processes of the employer.2While this guideline deals exclusively with age and age-based discrimination in the context of employment, the Act also prohibits discrimination based on age . This is similar to younger workers who may have responsibilities for children. Specifically, some described persistent racism and discrimination, pointing to examples such as high refusal rates and French testing that is biased towards European French speakers. That review, however, includes studies published in the 1970s and may not be relevant to todays labour force. While contrary to human rights principles, federal and provincial laws create exemptions for aged-based discrimination that is incidental to a pension plan. Section 4 summarizes the literature search strategy and analyzes relevant research on older worker stereotypes (see Appendix A for search description and parameters). For example, WorkBC developed a resource to equip employers with valuable insights into recruiting and retaining older workers (WorkBC, 2008). Unfortunately, the reasons for this discrimination are not always examined. Employment and Social Development Canada. Older workers are increasingly participating in part-time and part year work. A 3-part framework, consisting of individual, organizational and societal levels, helps to envision and understand stereotypes about older workers (see Figure 1). Ageism and age discrimination in working life. The potential impact of negative stereotypes on the labour force participation of older workers during this time has not been considered. The Ontario Human Rights Code protects people from discrimination under the ground of age. The ability of someone to do their job is rarely age-dependent; there is no need to assume that an older worker is less effective or less motivated than a younger colleague. The other challenges are: lack of education and access to training; difficulty in finding and applying for jobs; health issues, work-life balance issues and lack of workplace accommodations; and disincentives or lack of incentives to work in the retirement income system (FPT Ministers Responsible for Seniors, 2018, p. 1). Research suggests that this cohort of workers could benefit from support through caregiver-friendly workplace policies. There is limited research on their impact, trends of delayed retirement, and the stereotype that older workers are quick to retire. (Peters et al., 2019 - empirical research, small study of 98 participants). Other researchers suggest that organizations need to move away from singling out older workers and adopt workplace practices that are more inclusive of all ages (Desmette & Gaillard, 2008; Fiore et al., 2012). The aging worker in a changing environment: Organizational and individual issues. Another contributing factor is job status, or the level of ones position within an organization. Booklet 2 Its about ability - How to attract, retain and engage mature workers. Discrimination is an action or a decision that treats a person or a group badly for reasons such as their race, age or disability. Age, discrimination, and achievement motives: A study of German employees. For example, the Age-Friendly Workplaces: Promoting Older Worker Participation resource offers guidance on how to recruit and support older workers (FPT Ministers Responsible for Seniors, 2012a). The Government of Qubec intends to fully assume its responsibilities for seniors in Qubec. A campaign launched by the National Initiative for the Care of the Elderly is specifically targeting ageism in the workplace with tips and tools (see Appendix C, Initiative #6). In Canada, ageism has been found to be the most accepted form of discrimination and recent polls show that eight in ten Are older workers actually resistant to change? (2009). Why its important to address stereotypes about older workers, 2. This designation is issued following successful completion of the Certification evaluation by Foundation staff. The literature review process included identifying peer reviewed and grey literature from Canada and other jurisdictions on stereotypes and attitudes about older workers meeting the following criteria: Databases used: Academic Search Premier, Business Search Premier, Google Scholar, Google. How skill requirements affect the likelihood of recruitment of older workers in Poland: The indirect role of age stereotypes. For enquiries,contact us. The model is premised on achieving small wins that can create supporters incrementally, thereby building blocks for larger organizational transformation (Correll, 2017). These reasons, also called grounds, are protected under the Canadian Human Rights Act. The Certification seal is inserted on Certified Age Friendly Employer profiles and individual job postings. Retention of older workers: Impact of managers age norms and stereotypes. Research shows that managers, older workers and the general public believe in retirement age norms. Resources such as tool kits and guides for employers are emerging that foster age-friendly workplaces as well as recruiting and retaining older workers. (Note that this is different than evidence that a stereotype exists). National survey data from Australia found that stereotypes of older workers adaptability and productivity contribute to perceptions that workers 55 and older were more likely to be made redundant [and] less likely to be promoted compared to younger workers (O'Loughlin et al., 2017, p. 99). However, other research suggests older adults may actually underperform because they are aware of negative stereotypes about their cognitive performance and fear confirming them (Lamont et al., 2015). Evidence connecting older worker stereotypes to gender is limited, for the gender of the stereotype holder and for the worker. For example, older workers have been described both as warm but resistant to change or lacking adaptability. As both a skill and a characteristic of older workers, willingness to train received a low rating from managers in the Netherlands (van Dalen & Henkens, 2017, p. 12). Do not unfairly target older workers, or other age groups, when it comes to reducing staff or reorganizing. Almost all involved over 100 participants, with about a dozen having sample sizes over 1,000. The age of ageism. Retrieved from https://www.canada.ca/en/employment-social-development/corporate/seniors/forum/tool.html, Federal/Provincial/Territorial (FPT) Ministers Responsible for Seniors. Potential action addressing stereotypes about older workers, 5. Data collected from the 2006 European Social Survey found that most Europeans over age 50 endorse early retirement age norms (Radl, 2012). Evidence suggests that stereotypes of older workers being less competent than younger workers are held by young adults (Krings et al., 2011), human resources professionals (Krings et al., 2011), and other workers (Shiu et al., 2015, workers with a mean age of 35), including younger workers (Kadefors & Hanse, 2012). Ageism is the most socially accepted, normalized and tolerated form of discrimination today. However, other forms were also reported, including discrimination based on physical appearance (40%), age (32%), sex (25%) and physical or mental disability (23%). (2017). However, persons age 16 or older are also protected from discrimination in housing if they are not living with their parents. The framework is useful as an organizing tool to help address the challenges of defining and grouping stereotypes. Frontiers in Psychology, 7. https://doi.org/10.3389/fpsyg.2016.02057, Federal/Provincial/Territorial (FPT) Ministers Responsible for Seniors. A full description of the methodology is presented in Appendix A. Ageing & Society, 33, 1105 to 1138. https://doi.org/10.1017/S0144686X12000438, Tresh, F., Steeden, B., Randsley de Moura, G., Leite, A., Swift, H., & Player, A. Only younger employees are keen to develop their skills or learn new ones. Unlike corresponding investigation into workplace gender and race, our understanding of ageist stereotypes lags behind (Gahan et al., 2017). Efforts by employers should include creating positive intergenerational contact and a culture of inclusion. Some studies examined whether older workers are seen as fit for promotion. Research finds some potential truth to this stereotype. Abrams, D., Swift, H., & Drury, L. (2016). Prepared by Pamela Fancey, Lucy Knight, Janice Keefe and Safura Syed of the Nova Scotia Centre on Aging, Mount Saint Vincent University, for the Federal, Provincial and Territorial (FPT) Forum of Ministers Responsible for Seniors. Important messages to convey include: challenges to retirement age norms, contributions to economy and society from older workers labour force participation, evidence refuting stereotypes about age and disability and cost implications (or promoting a business case for employers), and the heterogeneity of the older population. Making a strategic decision to better engage and recruit mature workers may be new to your business. A retirement age norm is the expectation that older workers should retire at a certain age (or age range) (Mulders et al., 2017). Age-based discrimination in the workplace was widespread in Canada even before the COVID-19 pandemic, says Ellie Berger, an associate professor in the Department of Sociology and Anthropology at . Participants in older worker focus groups in Nova Scotia note this concern, perceiving employers view them as using costly medical and dental benefits (Nova Scotia Centre on Aging, 2018). Poland. Research on recruitment and retention practices in 6 European countries found that organizations where managers hold higher retirement age norms are more likely to support retired workers rehiring and working beyond traditional retirement age (Mulders et al., 2017). Plusieurs employeurs . Such examples can include individuals in leadership roles or taking on new challenges. Perceiving that they are being negatively stereotyped based on age is linked to negative consequences for older workers. The elephant in the room: Age discrimination in employment. They are called grounds of discrimination. Government of Canada. Journal of Social Work Practice, 29(1), 37 to 51. https://doi.org/10.1080/02650533.2014.993943, Appelbaum, S., Wenger, R., Buitrago, C., & Kaur, R. (2016). Levan Turner v Canada Border age . Similarly, promoting emerging science around neuroplasticity and the aging brain in relation to older workers could help counter existing beliefs about adaptability and learning capacity. Ageism is the stereotyping, prejudice and discrimination against people on the basis of their age (WHO, 2018). Promoting the labour force participation of older Canadians. Assumptions of older workers mental capacity and intelligence may contribute to perceptions of competence. Employers should not use biased or exclusive words and phrases in job postings, and avoid language such as energetic, mature, and highly experienced or reference to number of years experience, etc. Although the body of research on stereotyping includes studies published in the last 10 years, the samples upon which many are based can be 10 to 20 years old. While some research points to factors like age, job status, and societal norms as contributing to stereotypes, there is a lack of empirical evidence from Canada to corroborate these claims. Journal of Managerial Psychology, 31(5), 989 to 1004. https://doi.org/10.1108/JMP-11-2014-0320, McNamara, T., Pitt-Catsouphes, M., Sarkisian, N., Besen, E., & Kidahashi, M. (2016). You cannot evict older tenants because they are paying lower rent. Literature on older adults in, or recently in labour force more broadly (for example unemployed, under-employed, retired, etc.) Nilsson (2018) found that managers intending to retire at the official retirement age were more likely to believe that employees should retire at that age as well. Obtain evidence on cost of employees by age and length of tenure, accounting for salary of comparable positions, use of health benefits and absenteeism (frequency, duration). (In)validating stereotypes about older workers influences their intentions to retire early and to learn and develop. Gender & Society, 13(6), 725 to 750. https://doi.org/10.1177/0891243217738518, Desmette, D., & Gaillard, M. (2008). To more fully understand stereotyping at play in multigenerational workplaces, a review of perceptions held by, and perceived by, all generations is required. The Commission has developed policies that outline in more detail how the Code applies to grounds such as family status, age (older persons), sexual orientation, race, disability, gender identify, sex (harassment, and also pregnancy and breastfeeding) and language (may be connected to ethnic origin, place of origin, race and ancestry). Older workers lacking adaptability in the workplace is a common stereotype, perhaps grounded in societal beliefs that older workers are harder to train, less adaptable, less flexible, and more resistant to change (Posthuma & Campion, 2009, p. 162). (2017). When age stereotypes are employment barriers: A conceptual analysis and a literature review on older worker stereotypes. Is ageism a form of discrimination? In society, broad assumptions exist that more older workers and delayed retirement will mean fewer opportunities for younger workers to enter the workforce. Its 5-step approach is designed to walk organizations through the process of identifying biases, developing solutions, intervening with concrete actions and evaluating wins (see Appendix C, Initiative 5). (Krings, Sczesny & Kluge, 2011 - empirical research). Those words are in bold in the guide. Census in brief. In order to measure discrimination, the 2019 General Social Survey on Victimization asked respondents if, in the past 5 years, they had experienced discrimination or been treated unfairly by others in Canada because of their sex, ethnicity or culture, race or skin colour, physical appearance, religion, sexual orientation, gender identity or expression, age, physical or mental disability . Teaching older workers new tricks: Workplace practices and gender training differences in nine European countries. Among Indigenous participants who experienced discrimination over the course of the pandemic, the most common form was discrimination based on Indigenous identity (48%). Argued as being an accepted form of discrimination, ageism comes in many forms from the "senior's moment" jokes to "you're too experienced" insinuations during a job interview to "when are you going to retire" workplace inquiries. 001. (2017). Evidence about the stereotype (with source). Their material describes positive attributes of older workers (to refute existing negative stereotypes) and examples of implicit ageist workplace behaviours (for example, having work contributions ignored, being talked down to by bosses). While some research published in the last 10 years has examined age-related health stereotypes, there are fewer studies on stereotypes related to work-life balance and organizational and labour force costs of employing older workers. Older workers gender may also be a factor. The abuses exposed in 2020 were predictable consequences of Canada's longstanding neglect of older [] Another suggestion to position older adults better as job candidates is to provide opportunities for learning about rsum framing, which minimizes potential for bias screening and better aligns skills with a positions required competencies. 89-652-X No. However, persons age 16 or older are also protected from discrimination in housing if they are not living with their parents. Journal of Social Issues, 72(1), 105 to 121. https://doi.org/10.1111/josi.12158, Age Action Alliance. Young people and older persons can experience ageism. Less willing to participate in training and career development. Discrimination against older workers exists in multiple countries (James et al., 2013; OLoughlin et al., 2017). Basic and Applied Social Psychology, 32, 86 to 98. https://doi.org/10.1080/01973530903435763, Gringart, R., Jones, B., Helmes, R., Jansz, J., Monterosso, L., & Edwards, M. (2012). The cultural anchors of age discrimination in the workplace: A multilevel framework. A Polish study of employers examining skill requirements and likelihood of recruiting someone over age 50 found that the chances of an older candidate being hired are especially hindered in jobs requiring computer, physical, social, creative and training skills (Turek & Henkens, 2019, p.1). This perception was found to be held by people of all ages, both males and females. For example, employers could focus on a strength-based workplace model whereby team assignments include individuals of all ages leveraging each others strengths. Research from Australia and the US found that older workers with greater job seniority may be less likely to perceive themselves as targets of negative aged-based stereotypes (von Hippel et al., 2013). Age-based stereotyping in the workplace is complex. Do stereotypes about older workers change? The Ontario Human Rights Code protects people from discrimination under the ground of "age", which is defined as 18 years or older. For most people, age and strength are not inherently connected until a point much later in life than they would typically consider working. The research gives little attention to job factors such as part-time employment, and there is no research specific to stereotypes of older worker entrepreneurs or contract workers. Threat or boost? Journals of Gerontology, Series B: Psychological Sciences and Social Sciences, 68(1), 23 to 30. https://doi.org/10.1093/geronb/gbs044, Taylor, P., McLoughlin, C., Meyer, D., & Brooke, E. (2013). Human Resources Management, 58, 301 to 316. https://doi.org/10.1002/hrm.21953, Harris, K., Krygsman, S., Waschenko, J., & Rudman, D. (2017). British Journal of Management, 22, 187 to 201. https://doi.org/10.1111/j.1467-8551.2010.00721.x, Kulik, C., Perera, S., & Cregan, C. (2016). (2011). Drawing upon the existing body of research, an older worker is understood as someone who wants to remain engaged in the labour force, wants to join or rejoin the workforce, may have recently left the labour force (due to early retirement, restructuring, inability to find work, etc.) (n.d.). The employee filed two grievances against her employer alleging age discrimination, contrary to the provisions of article 19 of the collective agreement between the Treasury Board and the Public Service Alliance of Canada for the Border Services Group, which expired on June 20, 2014, and the Canadian Human Rights Act. A review of data from 318 published studies concluded that this stereotype was the only one consistent with empirical evidence. The Gerontologist, 58(2), 1 to 14. https://doi.org/10.1093/geront/gnw194, Huyler, D., & Ciocca, D. (2016). Some authors acknowledge and explore positive images of older workers. However, the author found some evidence of employees fear of failure when confronted with managers age discrimination. Highlighting the positive attributes of older workers: Read 10 Advantages of Retaining and Hiring Older Workers: Lessons from NYC Small Businesses. Age-friendly workplaces: Promoting older worker participation. Susan Eng, the vice-president of advocacy for CARP, the Canadian Association of Retired Persons, said most age-discrimination cases against older workers go unreported and never make it to. https://doi.org/10.1787/9789264035881-en, OECD. As well, the Supreme Court of Canada has made it clear that those who are responsible for health care services and other services to the public must take positive steps to ensure that disadvantaged persons benefit equally from those services. There was no evidence found in the articles reviewed for this report that employers hold stereotypes about older workers needs for accommodation due to health concerns, the costs associated with addressing this potential need, or both. Competence stereotypes are a challenge to untangle because studies use varied definitions and stereotypes frequently overlap. Managers who intended to retire at age 66 held more negative stereotypical views about older workers. (2012a). Website: www.hrlsc.on.ca, PRINT: 978-1-4435-8508-8 | HTML: 978-1-4435-8509-5 | PDF: 978-1-4435-8510-1, Membership in vocational associations and trade unions. In comparing older and younger workers, older European managers tended to rate older workers more highly than younger workers (van Dalen et al., 2009). 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