The Value of Experience: Age Discrimination Against Older Workers Persists

Perron, Rebecca

doi:10.26419/res.00177.002

Cited by 13 publications

(8 citation statements)

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“…In terms of work, it is well documented that older workers are as productive and capable of using technology as are younger workers (DeNisco Rayome, 2016) and are more agreeable to be part of an intergenerational workforce (Hedge, Borman, & Lammlein, 2006). Despite this evidence and despite existing laws against age discrimination in the workplace, discrimination against older adults is still common in hiring, promotion, and retention (Perron, 2018). In terms of caregiving, about nine million adults over the age of 65 serve as caregivers to an adult or child with functional impairment (National Alliance for Caregiving & AARP, 2015), and custodial grandparents care for about three million children in the United States (Pew Research Center, 2013).…”

Section: Promoting a New Narrative On Agingmentioning

confidence: 99%

Optimizing aging: A call for a new narrative.

Diehl

Smyer²,

Mehrotra

2020

American Psychologist

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Decades of research have shown that biological and psychosocial aging are not as predetermined as had been thought for a long time. Yet, despite a large and growing evidence base, most individuals still hold negative views of aging that keep them from optimizing their chances for healthy and productive aging. Given this general background, this article has three major objectives: (a) to show that the 3 big misconceptions at the heart of the public's negative views of aging can be refuted based on scientific evidence; (b) to illustrate that changing individuals' views of aging calls for the development of a new narrative on aging, one that incorporates the increasing diversity of the aging population; and (c) to discuss how psychologists can contribute to creating this new narrative on aging. We argue that growing old(er) in the United States is not the same old business anymore and that psychologists are uniquely positioned to contribute to the social and cultural transformation that population aging and increasing diversity in the U.S. society require. Public Significance StatementThis article shows that the general public's negative views of aging reflect three big misconceptions that are not supported by scientific evidence. To change the general public's views of aging will require changing individuals' views of aging and developing a new societal narrative on aging-a narrative that incorporates the increasing diversity of the general population. Psychologists have a great deal to contribute to this long-term effort.

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Section: Promoting a New Narrative On Agingmentioning

confidence: 99%

Optimizing aging: A call for a new narrative.

Diehl

Smyer²,

Mehrotra

2020

American Psychologist

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“…The impact of ageism in the workplace can be observed in increasing age-related discrimination claims, increasing HRM practices oriented to disparate treatment of older and younger workers regarding important workplace decisions such as recruitment and hiring choices, differences in treatment in access to training and development opportunities, and (negative) judgments of potential for advancement in mid and late career [1,74,75,76]. Ageism at work can also be observed in decreasing organizational retention, increasing job leave decisions, forced retirement, unemployment and increased time for older people to find employment [7,74].…”

Section: Discussionmentioning

confidence: 99%

Measuring Age Discrimination at Work: Spanish Adaptation and Preliminary Validation of the Nordic Age Discrimination Scale (NADS)

Carral

Hera

2019

IJERPH

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Negative stereotypes about older workers can result in ageism and age discrimination in the workplace. The aim of this study is to carry out an adaptation to Spanish and a preliminary validation of the Nordic Age Discrimination Scale (NADS) in a sample of Spanish workers over 55 years of age. The study involved 209 employees aged between 55 and 67 years old (155 women (74.2%) and 54 men (25.8%)) working in the health sector with different professional categories (nurses, doctors, nursing assistants, ancillaries and health technicians). The reliability index of the six dimensions of the NADS (promotion, training, development, development appraisals, wage increase and change processes) measured by Cronbach’s alpha was α = 0.83. The exploratory and confirmatory factor analyses, with the goodness-of-fit indexes used, reflect an acceptable adjustment of the single-factor structure of the NADS. Regarding criterion and construct validity, the NADS correlated positively and negatively with the respective variables in the expected directions, except in one case. These results indicate that the Spanish version of the NADS shows adequate levels of internal consistency and criterion validity, and this instrument meets standard psychometric properties in its Spanish version.

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“…Within each condition, we also randomly assigned participants to the harm condition or the disgust condition. In the harm condition (ingroup n = 120, outgroup n = 118), the target was an ageist who discriminated against older workers (Perron, 2018). We modified this scenario from Study 1b such that no physically strenuous activities were part of the job, so that any discriminatory behaviour was not due to pure inability to perform the job requirements.…”

Section: Methodsmentioning

confidence: 99%

Morality's role in the Black Sheep Effect: When and why ingroup members are judged more harshly than outgroup members for the same transgression

Tang,

Shepherd,

Kay

2023

Euro J Social Psych

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When and why might someone judge an ingroup transgressor more harshly than an outgroup transgressor? Taking a social functionalist perspective, we argue that morality is central to this phenomenon‐‐the Black Sheep Effect‐‐and that it is driven by social cohesion concerns. Using mediation and moderation methods across our studies, we find that people judge ingroup (vs. outgroup) transgressors more harshly because of concerns regarding ingroup social cohesion (Studies 1a–4). We also find that ingroup derogation is stronger for moral transgressions than weak or non‐moral transgressions (Studies 2 and 3). Throughout our studies, we address alternative explanations, including moral relativism, naïve realism, moral parochialism and belief in a just world. Our work speaks to the emerging contention around the reliability of the Black Sheep Effect by noting when and why it surfaces.

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The Value of Experience: Age Discrimination Against Older Workers Persists

Cited by 13 publications

References 0 publications

Optimizing aging: A call for a new narrative.

Optimizing aging: A call for a new narrative.

Measuring Age Discrimination at Work: Spanish Adaptation and Preliminary Validation of the Nordic Age Discrimination Scale (NADS)

Morality's role in the Black Sheep Effect: When and why ingroup members are judged more harshly than outgroup members for the same transgression

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