During the COVID-19 pandemic, we face an exacerbation of ageism as well as a flourish of intergenerational solidarity. The use of chronological age is an unjustified threshold for the creation of public policies to control the spreading of the virus; doing so reinforces intrapersonal and interpersonal negative age stereotypes and violates older persons' human rights to autonomy, proper care treatment, work, and equality. By overlooking differences within age groups, measures formulated solely on the basis of age are unable to target beneficiaries' needs. Concurrently, several initiatives are trying to overcome ageist practices by providing different types of assistance to older adults on the basis of need rather than chronological age. The Marie Skłodowska-Curie Innovative Training Network EuroAgeism calls on policymakers to refrain from ageist practices and language, as they exacerbate our ability to meet the COVID-19 crisis and future emergencies.

Background and Objectives This review investigates the contribution of discursive approaches to the study of ageism in working life. It looks back on the 50 years of research on ageism and the body of research produced by the discursive turn in social science and gerontology. Research Design and Methods This study followed the five-step scoping review protocol to define gaps in the knowledge on ageism in working life from a discursive perspective. 851 papers were extracted from electronic databases and, according to inclusion and exclusion criteria, 39 papers were included in the final review. Results The selected articles were based on discursive approaches and included study participants along the full continuum of working life (workers, retirees, jobseekers, students in training). Three main themes representing the focal point of research were identified, namely, experiences of ageism, social construction of age and ageism, and strategies to tackle (dilute) ageism. Discussion and Implications Discursive research provides undeniable insights into how participants experience ageism in working life, how ageism is constructed, and how workers create context-based strategies to counteract age stereotypes, prejudice, and discrimination. Discursive research on ageism in the working life need further development about the variety of methods and data, problematization of age-based labelling and grouping of workers, and a focus on the intersection between age and other social categories. Further research in these areas can deepen our understanding of how age and ageism are constructed and can inform policies about ways of disentangling them in working life.

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Background: Supporting and retaining older workers has become a strategic management goal for companies, considering the ageing of the workforce and the prolongation of working lives. The relationship between health and work is especially crucial for older workers with manual tasks, considering the impact of long-standing health impairments in older age. Although different studies investigated the relationship between work ability and job performance, few studies have analysed the impact of workers’ capability to balance between health and work demands, including managerial and organisational support (work-health balance). Considering health as a dynamic balance between work and health demands influenced by both individual and environmental factors, we assess the mediator role of work-health balance in the relation between work ability and job performance, both self-reported and assessed by the supervisor. Methods: The study utilises data from a case study of 156 manual workers, who were 50 years old or older and employed in a steel company in Italy. Data were collected inside the company as an organiational initiative to support age diversity. Results: The findings show that work-health balance partially mediates the relationship between work ability and self-rated job performance, while it does not mediate the relationship with job performance as rated by the supervisor. Supervisor-rated job performance is positively associated with work ability, while it decreases with the increasing perceived incompatibility between work and health. Conclusion: A perceived balance between health and work is a strategic factor in increasing manual older workers’ job performance. For older workers, not only the perceived capability to work is important but also the organisational health climate and supervisor’s support. More studies are needed to verify if managers overlook the importance of health climate and support, as strategic elements that can foster performance for older employees.

This article investigates how age categorisation and prejudicial use of age are mobilised in talk by job applicants during job interviews and how recruiters affiliate with these. The institutional goal of recruitment is to ensure an unbiased process and evaluation, nevertheless, ageism against older workers emerges as unchallenged and culturally acceptable in authentic job interviews. In line with the discursive psychology (DP) approach, the analysis focuses on -isms as discursively constructed and categories as resources to accomplish social actions. A case study is conducted based on video recordings of 24 real job interviews held at an Italian staffing agency and analysed through membership categorisation and conversation analysis. The analysis provides evidence of how job applicants resort to age co-membership with recruiters to achieve affiliation – or remedy misalignment – by complaining about older workers. The study contributes to DP’s re-specification of prejudices as interactional practices and links microanalysis to macro phenomena, such as ageism, through categorisation practices.