Ageism-Induced Anxiety of Job Seekers Aged 50–83: Preliminary Findings from A Phenomenological Case Study Problem of Practice Dissertation

Abstract

Ageism in today’s job market has a range of detrimental emotional, psychological, and economic impacts on older job seekers aged 50-83. Even as such job seekers “de-age” their professional documents and online profiles, they still navigate misperceptions about older workers that disadvantage them in the recruitment and hiring process. While anecdotal evidence raises concerns about older job seekers’ equitable access to employment, empirical evidence documenting the impacts of ageism on this population remains limited, thus impeding the efficacy of their support systems. This article reports on progress from the qualitative case study that I designed for my CPED-informed Problem of Practice Dissertation that captured data from 30 job seekers, aged 50-83, through one-on-one interviews, focus groups, and questionnaires. This article offers preliminary findings from this research, documenting the negative financial, emotional, psychological, and physical effects of navigating persistent ageism for older job seekers.

Learning and education for older adult job seekers

“…In addition, we discuss how older workers need to see the relevance of tasks to be individually motivated to learn and explore the need for personalized learning programs (Arthanat et al., 2019; Segui et al., 2019; Seo et al., 2019). Last, we suggest the relevance of critical geragogy, a pedagogical approach that empowers older adults and challenges ageism, to older adults in the workplace (Formosa, 2011; Gates & Wilson‐Menzfield, 2022) as it relates to diversity, equity, and inclusion in the job search process (Franz et al., 2022).…”

“…In addition, Franz et al. (2022) mentioned strategies to counter ageism in the job search process: Obtain additional certifications and training can strengthen their credentials and circumvent age discrimination; Express and emphasize their youthfulness to employers (i.e., de‐age themselves); or Self‐employment. …”

“…For example, Franz et al. (2022) suggested age‐inclusive language in job descriptions can attract older candidates. Companies can also revise their hiring policies to include older job seekers.…”

“…Companies can also revise their hiring policies to include older job seekers. In addition, hiring managers need to understand and appreciate the contributions older workers bring to the workplace to create an inclusive organizational culture (Franz et al., 2022). Organizations can revise the training format to reflect employees’ age differences and interests (Gioaba & Krings, 2017).…”

“…The social aspect of ageism could cause older job seekers (Franz et al., 2022) and older workers who are discriminated against to feel insecure in their workplaces. They could experience depression, anxiety, anger, and hopelessness (Bayl‐Smith & Griffin, 2017; Unson & Richardson, 2013).…”