Search results for ‘Subject term:"age discrimination"’ Sort:
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Younger workers’ attitudes and perceptions towards older colleagues
- Authors:
- PATEL Jasmine, TINKER Anthea, CORNA Laurie M.
- Journal article citation:
- Working with Older People, 22(3), 2018, pp.129-138.
- Publisher:
- Emerald
Purpose: The purpose of this paper is to investigate younger workers’ perceptions of older colleagues, including whether there is evidence of ageism. Design/methodology/approach: Convenience sampling was used to recruit ten individuals who were both below the age of 35 and employed at a multigenerational workplace in England. The study is qualitative, involving semi-structured interviews that were audio-recorded, transcribed and analysed using thematic analysis. Findings: This study found that whilst some younger employees valued working with older colleagues as they believe that their differing characteristics are complementary, others felt that it leads to intergenerational conflict due to contrasting approaches towards work. Positive perceptions of older workers included their increased knowledge and experience, reliability and better social skills; however, ageism was also prevalent, such as the perception of older workers as resistant to change, slower at using technology and lacking the drive to progress. This study also provided evidence for the socioemotional selectivity and social identity theories. Research limitations/implications: This study has a small sample size and participants were only recruited from London. Practical implications: In order to create working environments that are conducive to the well-being of employees of all ages, organisations should place an emphasis on reducing intergenerational tension. This could be achieved by team building sessions that provide an opportunity for individuals to understand generational differences. Originality/value: There is minimal evidence from the UK focussing on the perceptions of specifically younger workers towards older colleagues and the basis of their attitudes. Only by gaining an insight into their attitudes and the reasoning behind them, can efforts be made to decrease ageism. (Publisher abstract)
Extending working life and the management of change. Is the workplace ready for the ageing worker?
- Authors:
- WAINWRIGHT David, et al
- Journal article citation:
- Ageing and Society, 39(11), 2019, pp.2397-2419.
- Publisher:
- Cambridge University Press
Increasing longevity and the strain on state and occupational pensions have brought into question long-held assumptions about the age of retirement, and raised the prospect of a workplace populated by ageing workers. In the United Kingdom the default retirement age has gone, incremental increases in state pension age are being implemented and ageism has been added to workplace anti-discrimination laws. These changes are yet to bring about the anticipated transformation in workplace demographics, but it is coming, making it timely to ask if the workplace is ready for the ageing worker and how the extension of working life will be managed. This report includes findings from qualitative case studies of five large organisations located in the United Kingdom. Interviews and focus groups were conducted with employees, line managers, occupational health staff and human resources managers. The findings reveal a high degree of uncertainty and ambivalence among workers and managers regarding the desirability and feasibility of extending working life; wide variations in how older workers are managed within workplaces; a gap between policies and practices; and evidence that while casualisation might be experienced negatively by younger workers, it may be viewed positively by financially secure older workers seeking flexibility. The research concludes with a discussion of the challenges facing employers and policy makers in making the modern workplace fit for the ageing worker. (Edited publisher abstract)
‘We've had our sex life way back’: older care home residents, sexuality and intimacy
- Authors:
- SIMPSON Paul, et al
- Journal article citation:
- Ageing and Society, 38(7), 2018, pp.1478-1501.
- Publisher:
- Cambridge University Press
Older care home residents are excluded from the sexual imaginary. Based on a consultative study involving interviews with three residents, three female spouses of residents and two focus groups of care home staff (N = 16), making an overall sample of 22 study participants, we address the neglected subject of older residents' sexuality and intimacy needs. Using thematic analysis, we highlight how residents’ and spouses’ accounts of sexuality and intimacy can reflect an ageist erotophobia occurring within conditions of panoptical control that help construct residents as post-sexual. However, not all accounts contributed to making older residents’ sexuality appear invisible or pathological. Some stories indicated recuperation of identities and the normalisation of relationships with radically changed individuals, e.g. because of a dementia. We also examine care home staff accounts of the discursive obstacles that frustrate meeting residents’ needs connected with sexuality and intimacy. Simultaneously, we explore staffs’ creative responses to dilemmas which indicate approaches to sexuality driven more by observed needs than erotophobic anxiety and governance, as well as panoptical surveillance. (Edited publisher abstract)
Staff perceptions of ageist practice in the clinical setting: practice development project
- Author:
- BILLING Jenny
- Journal article citation:
- Quality in Ageing, 7(2), June 2006, pp.33-45.
- Publisher:
- Pier Professional
- Place of publication:
- Brighton
This study adopted a qualitative approach using focus group design. Six focus groups were conducted with 57 members of staff. Staff were recruited by attendance at team meetings or through management in health, social and voluntary settings. Although most people were working in acute or community NHS settings, a range of other qualified, unqualified, junior and senior workers form social services, the voluntary sector, health promotion and education also took part. An aim of the study method was to isolate consensus areas of ageist practice that would facilitate targeted intervention. To assist this, statements relating to common practice experiences were developed following the first two focus groups. This was used a discussion tool for the subsequent groups. Perceived ageist practice could be grouped under the following themes: access to services; communication and attitudes; treatment and care; the role of relatives; and resources. On the basis of the findings, greater choice and control for older people need to be key features of the recommendations, through the development of a co-ordinated development programme involving all stakeholders.
Equal opportunities policy and practice in Britain: evaluating the ‘empty shell’ hypothesis
- Authors:
- HOQUE Kim, NOON Mike
- Journal article citation:
- Work Employment and Society, 18(3), September 2004, pp.481-506.
- Publisher:
- Sage
This article evaluates the nature and incidence of equal opportunities (EO) policies in the UK using data from the 1998 Workplace Employee Relations Survey (WERS 98).The article identifies the types of workplaces that are more likely to adopt formal gender, ethnicity, disability and age policies. It then assesses whether the policies are ‘substantive’ or merely ‘empty shells’: first, by evaluating the extent to which workplaces that have adopted EO policies have also adopted supporting EO practices; and second, by evaluating the proportion of employees who have access to EO practices in workplaces where they have been adopted. On balance, the ‘empty shell’ argument is more convincing. Smaller workplaces, private sector workplaces and workplaces without an HR or personnel specialist are identified as being more likely to have an ‘empty shell’ policy.While unionized workplaces are more likely to have a formal policy, those policies are no less likely to constitute ‘empty shells’. Finally, the policy, economic and legal implications of the findings are discussed.
The social impact of workplace ageism: the Maturity Works report; June 2003
- Author:
- MATURITY WORKS
- Publisher:
- Maturity Works
- Publication year:
- 2003
- Pagination:
- 13p.
- Place of publication:
- Croydon
Ageism has consequences far beyond the workplace. For 78% of older people who have been victims of ageism, the experience of ageist discrimination has stayed with them and continues to scar their lives. Indeed, an astonishing 71% admit that ageism has affected their mental well-being, and almost one in three believe it has affected their marriage. Moreover, the impact isn’t limited to senior workers as ageism is now undermining workers as young as 35. 65% of victims of ageism are not confident of getting another job, 83% believe they have been denied employment on the grounds of age, and 71% admit to being anxious about the future. Within organisations, older workers see themselves as targets for redundancy, feeling frustrated and resentful that their valuable skills are going to waste when they still have much to contribute to an employer.
Employers and older workers: attitudes and employment practices
- Authors:
- TAYLOR Philip, WALKER Alan
- Journal article citation:
- Ageing and Society, 18(6), November 1998, pp.641-658.
- Publisher:
- Cambridge University Press
The research on which this article was based examined the relationship between attitudes towards older workers held by personnel managers and directors in large organisations across virtually the whole range of industrial sectors and their employment practices. The aims of the research were to explore the operation of workplace social closure and the social construction of age in organisations, and to provide practical information to better inform policy making towards older workers.
Seasoned campaigners
- Author:
- IRVING Ian
- Journal article citation:
- People Management, 20.3.97, 1997, pp.36-39.
Not only do older people find it harder to find a new job after redundancy, but their chances decrease the longer they are out of work. Reports on a work placement scheme in south London that offers redundant senior managers an opportunity to improve their chances in the employment market.
Age and dignity: working with older people
- Author:
- THOMPSON Neil
- Publisher:
- Arena
- Publication year:
- 1995
- Pagination:
- 155p.,bibliog.
- Place of publication:
- Aldershot
Offers a blend of theory and practice to help staff working with older people to achieve high standards of practice, taking as a starting point ageism and developing anti-ageist services.
Equality and diversity: age matters
- Author:
- GREAT BRITAIN. Department of Trade and Industry
- Publisher:
- Great Britain. Department of Trade and Industry
- Publication year:
- 2003
- Pagination:
- 71p.
- Place of publication:
- London
This is the first consultation to focus exclusively on proposals for age legislation. Implementing the age strand of the Employment Directive will outlaw age discrimination in employment and vocational training. This consultation seeks views on a number of issues including: retirement age; recruitment, selection and promotion; pay and non-pay benefits; unfair dismissal; employment-related insurance and statutory redundancy payments.