Zarzeczny,+Justyna

Independent Research Paper

From a sociological point of view, stereotyping is a form of categorization, a necessary human ability which allows us to simplify, predict, and organize the world. However, stereotyping inevitably leads to oversimplification which in turn breeds prejudice and discrimination. Discrimination is a negative act or behaviour towards a certain group of people. It can be identified as judging individuals based on their race, age, employment, gender, language or disability. Out of all discrimination categories, ageism and age discrimination are least talked about, but are equally as problematic as those of race and gender. Ageism refers to the stereotyping of people based on their age whereas age discrimination is a negative behaviour towards a certain age group. Both age discrimination and ageism have affected the middle-aged population and are becoming widespread in the workplace.

Age discrimination can affect varying age demographics, including youth, adults over 40 and the elderly. People might stereotype youth as being rebellious and troublesome. Adults over 40 may be considered as too old to work because they may not possess skills that are up-to-date or cannot keep up with new technology. The elderly are often perceived as slow, lacking knowledge and suffering from too many health problems. These stereotypes can be seen in the media such as films or television and inevitably pervade collective thinking. Although ageism affects both ends of the age spectrum, it appears that the middle aged demographic is hardest hit by discrimination from a productivity standpoint. Challenges in finding employment and keeping it as well as finding a meaningful place in society are important factors for one’s well-being. When these factors are compromised, the able-bodied middle-aged may begin to feel a sense of hopelessness and helplessness with respect to their roles in society. The lack of appreciation for the older generation results in lack of empathy and understanding.

Employers have a misconception about older people which results in age discrimination within the workplace. Age discrimination is perceived as a minor issue and often overlooked. However it is taking place within the education system, partnerships, government activity, vocational training, various services, healthcare and most commonly in pre-employment and employment. According to the Equal ECON, a partnership between the Human Rights Commission and the EEO Trust, “the Commission received 1235 enquiries and complaints relating to unlawful discrimination on the ground of age [between 1 January 2002 and 31 July 2006]”. Of those 1235 matters, 524 of them were related to the area of either employment or pre-employment” (ECON, 2006). When ECON analyzed those pre-employment and employment complaints, it noticed that the complaints were 50/50 with respect to gender. Even though there are Human Rights protecting the middle-aged, it is unlikely that employers will follow these rights. According to the OHRC, a middle-aged candidate has the right to be offered the same opportunities in employment, promotion and training as his or her younger counterpart (OHRC, 2008). Furthermore, age should not be used to deny a candidate hiring or promotion opportunities, nor should it be used to force one to retire (OHRC, 2008). In addition, an employer cannot refuse to hire, train or promote a person simply because they are older, and should certainly not be seeking out older workers during workplace downsizing or reorganization activities (OHRC). Certain companies may imply rather than outwardly express that their particular brand seeks out fresh ideas and young people who are motivated and have up-to-date skills. According to Kathryn Jordan, Ph.D., // NCC in Ageism in the Workplace: Fact or Fiction //, employers believe that older workers are less energetic and prone to physical problems; that they may only work another 10 years until retirement and then the employer will have to pay benefits for these individuals while having to train someone else to take on their responsibilities and finally; and finally, that older workers have outdated skills and cannot handle the changes in the workplace related to the new technologies.

Age discrimination has a negative impact on the groups that are targeted by it. As a result of ignorance and a lack of understanding, age discrimination can lead to unemployment, inequality and lack of opportunities. The unfortunate outcome is the increasing gap between youth and the middle-aged. The combination of the media’s stereotyping of the aging generation and the lack of appreciation for their unique skills results in employers being less likely to consider them for a job. This creates lack of opportunity for able-bodied adults who have lost their jobs or are in the process of finding employment. Even though an older adult possesses similar skills to those of a recent graduate, employers will most likely prefer to hire the new graduate. Employers seek out young and energetic people who are more likely to stay within the company for many years, adapt easily to new technologies and earn lower wages. With lack of opportunity, the middle-aged may become unemployed and suffer financial difficulties. In addition, they will become less confident in regards to finding a new job and will believe they are not qualified enough. Adults in their 40’s are an important aspect of the workforce and can bring to companies something that graduates cannot - experience. With lack of knowledge about aging, this creates a misunderstanding between different age groups. Younger adults have one perspective and cannot relate to an older person. For example a young employer is seeking to higher a new assistance. They are looking for a young and active person and will discriminate against an older individual because he or she believes that they won’t be able to relate and bring success. What is difficult about this type of selection process is that it is done // unconsciously // because of stereotype. Age discrimination within employment inevitably leads to lack of opportunity, inequality and subsequently lack of hope.

The aging generation makes up a large part of our society and discriminating against them within the workplace will cause a negative affect on our society. Ignorance and the increasing gap between age groups stunts the growth of society on a psychological, social and economic level. What discrimination causes is a decrease in morale in the targeted age group. Morale, a term difficult to describe in words but which represents a person’s capacity to maintain belief in oneself or an institution (Wikipedia), is lost when individuals as a larger group start to believe that they have little to contribute to society. The victimized age group may believe they are not qualified for the field for which they are applying and feel that a younger workforce is slowly replacing them. People who lose their job because of their age are affected emotionally because their subsistence is jeopardized. It lowers their self-confidence and their chance in successfully getting hired in the future. What discrimination promotes is the idea that aging is a negative phenomenon, and those that are middle- aged have little to offer in terms of skills and ideas. It also invalidates what their age does contribute, which is experience and wisdom. With a lack of understanding, awareness and empathy, age discrimination is and will continue to be a large obstacle in our society.

References "Age Discrimination." __NEON__. Jan. 2006. 3 Feb. 2009 . "Ageism and Age Discrimination." __Ontario Human Rights Commission__. 21 Jan. 2009. 3 Feb. 2009 . "Discrimination." __Wikipedia__. Feb. 2009. 3 Feb. 2009 . Jordan, Kathryn. "Ageism in the Workplace: Fact or Fiction." 3 Feb. 2009 . "Morale." __Wikipedia__. 1 Feb. 2009. 3 Feb. 2009 . "Stereotype." __Wikipedia__. 5 Feb. 2009 .