Ageism: The Relationship between Age Stereotypes and Age Discrimination

Voss, Peggy; Bodner, Ehud; Rothermund, Klaus

doi:10.1007/978-3-319-73820-8_2

Cited by 69 publications

(57 citation statements)

References 82 publications

(112 reference statements)

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“…Age is another bias in switching jobs. Studies show that, beginning with job advertisements and continuing with the methods of recruitment, older persons are affected by age discrimination [53,54]. The number of employees aged 65+ is expected to grow from 19% in 2018 to 29% by 2060, which will represent a major problem in finding talents [55].…”

Section: Competitiveness In the Economic Sectormentioning

confidence: 99%

Is Human Capital Ready for Change? A Strategic Approach Adapting Porter’s Five Forces to Human Resources

2020

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This article argues for adapting Porter's Five Forces Model to strategic human resources management. The world business environment is facing real challenges: Shortage of talents, ageing of the world population, and disappearance of repetitive jobs. For a sustainable approach, the quality and stability of human capital should be analyzed strategically, based on the influence of five forces which act in the market: Competition in the industrial sector between specialists with core competencies (rivalry), demands of the hiring companies in terms of the number of employees and updated skills (organizations as buyers), recruitment companies and schools (suppliers), effects of globalization on people's migration (new entrants), and modern technologies and innovation (substitutes). The stronger the forces are, the harder it will be for the organization to select or retain valuable employees who will add value to products/services. Actual and future employees should analyze the intensity of these forces when they plan to prepare for jobs or change their career. This analysis was focused mainly on the manufacturing sector, where jobs based on repetitive or dangerous tasks may disappear in time.

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Section: Competitiveness In the Economic Sectormentioning

confidence: 99%

Is Human Capital Ready for Change? A Strategic Approach Adapting Porter’s Five Forces to Human Resources

2020

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“…Although both stereotypes and discrimination are discussed with regard to ageism, it is largely accepted that age stereotypes precede age discrimination. Chapter 2 by Voss, Bodner, and Rothermund (2018) in this section suggests that a reverse direction should also be considered. The authors argue that expectations and behaviours reinforce each other.…”

Section: Ageism: Conceptmentioning

confidence: 99%

Introduction to the Section: Ageism—Concept and Origins

Ayalon

Tesch-Römer

2018

International Perspectives on Aging

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Human ageing is not solely the biological process of senescence-the gradual deterioration of bodily functions that increases the risk for morbidity and mortality after maturation. Human ageing is embedded in social contexts and is shaped by social factors. We grow old within a social network of partners, family members, and friends. In many countries, we count on old age pensions as well as health and social care services. And we have explicit and implicit assumptions about older people (as a social group), growing old (as a developmental process), and being old (as part of the life course). These assumptions, expectations, and beliefs shape human ageing, as well. We often speak about older people in general (and not about different individuals), about "the" process of ageing (and not about the multiple, unique courses which exist), and about old age as a uniform stage at the end of life (and not about the diverse and heterogeneous living situations of older people). As soon as we neglect the differences between individuals, we over-generalise and treat older people, ageing, and old age in a stereotypical manner. This stereotypical construction of older people, ageing, and old age is called "ageism." Ageism is ubiquitous: It is in our perception of older people and in our actions towards older people. We even look at ourselves as ageing persons through the lens of ageism. Most often, we are not aware of our ageist perceptions and behaviours. Ageism is prevalent in different domains of life: at work, in public spaces, in shops, and in doctors' offices. Elements of ageism can be found in individuals' behaviour, in organizational regulations, and in cultural values. Ageism is often negative and it

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“…pre-retirement age. People are more likely to perceive discrimination in a situation that is characterized by negative stereotypes expressing lower productivity in the work of older adults (Voss et al 2018).…”

Section: Ageism In Eu: Multilevel Modellingmentioning

confidence: 99%

Perception of population ageing and age discrimination across EU countries

Rychtaříková¹

2019

POPECON

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Population ageing is the most dominant demographic challenge that the European Union is experiencing in the 21st century. This may create negative attitudes and lead to discrimination against persons of advanced age. Age-related stereotypes and prejudice can result in age discrimination, termed ageism. This research concerns the question of perceived ageism towards older people in 25 EU countries, surveyed in 2015 using the Special Eurobarometer 437. The analytical section includes descriptive findings and the results of three multi-level regression models addressing three domains (explained variables) of perceived ageism: 1) discrimination in general, 2) discrimination during economic crisis, and 3) discrimination when electing an older person as a high official. The two-level regression allowed simultaneous modelling of individual-level (gender, age, partnership status, social class, and life satisfaction) and of country-level (life expectancy at 55, perceived start of old age, and HDI) effects. The personal characteristics impacted much stronger perceived ageism than country contexts. Ageist perception in general has mostly been noted at pre-retirement age, but the age profile has not been the same across three regression models. The East-West gradient, frequently reported, is questioned because the geographical picture of perceived ageism is rather puzzling.

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Ageism: The Relationship between Age Stereotypes and Age Discrimination

Cited by 69 publications

References 82 publications

Is Human Capital Ready for Change? A Strategic Approach Adapting Porter’s Five Forces to Human Resources

Is Human Capital Ready for Change? A Strategic Approach Adapting Porter’s Five Forces to Human Resources

Introduction to the Section: Ageism—Concept and Origins

Perception of population ageing and age discrimination across EU countries

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