Keywordsinternational social work practicum, learning experiences.Manohar Pawar is a senior lecturer in social work with the School of Humanities and Social Sciences and a key researcher and associate director

The Wellbeing Check-In service was developed as a tailored service to support the wellbeing of our students during the COVID-19 pandemic. Knowing that our students would require additional forms of support during the unprecedented times ahead, we carefully designed the service to be aligned with the new online access requirements. The original premise of the service was for students to “request a call” from the team, in order to provide bespoke, student-centred support for each student’s situation. The service saw an immediate and unexpected uptake from both the students themselves and through referrals from a wide range university areas and staff, that has continued through the fourmonths that the Wellbeing Check-In service has been operational. While the COVID-19 pandemic continues, we anticipate that the demand for this service and its style of support will only increase.

This qualitative study explores perceived age discrimination in the workplace. Increasing age diversity in the workplace has led to an associated increase in ageism. While a large percentage of older workers report being subjected to discriminatory treatment in the workplace, ageism also appears to be gendered. Older female workers are being victimized at a greater rate than their male counterparts. The intersection of age, gender, and other forms of discrimination results in increased stress, threatens the well-being of workers of all ages, and creates a toxic workplace climate.  Analysis of 244 participants’ responses to open-ended items indicated that ageism is prevalent in the workplace and threatens work and life satisfaction. In this study, both male and female participants were negatively affected by ageism in the workplace, although the female participants reported experiencing workplace discrimination more frequently. Qualitative analysis identified several important themes relating to ageism; these included threats to feelings of competence; self-doubt and helplessness; being subjected to momism; feeling isolated and lonely; and gradual disengagement from the workplace. The results are discussed in relation to workplace inclusivity and individual, organizational, and societal consequences of age discrimination.

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The Wellbeing Check-In service was developed as a tailored service to support the wellbeing of our students during the COVID-19 pandemic. Knowing that our students would require additional forms of support during the unprecedented times ahead, we carefully designed the service to be aligned with the new online access requirements. The original premise of the service was for students to “request a call” from the team, in order to provide bespoke, student-centred support for each student’s situation. The service saw an immediate and unexpected uptake from both the students themselves and through referrals from a wide range university areas and staff, that has continued through the fourmonths that the Wellbeing Check-In service has been operational. While the COVID-19 pandemic continues, we anticipate that the demand for this service and its style of support will only increase.