Implicit and Explicit Measurement of Work-Related Age Attitudes and Age Stereotypes

Abstract

Age attitudes and age stereotypes in the workplace can lead to discrimination and impaired productivity. Previous studies have predominantly assessed age stereotypes with explicit measures. However, sole explicit measurement is insufficient because of social desirability and potential inaccessibility of stereotypical age evaluations to introspection. We aimed to advance the implicit and explicit assessment of work-related evaluations of age groups and age stereotypes and report data collected in three samples: students ( n = 50), older adults ( n = 53), and workers ( n = 93). Evaluative age attitudes were measured implicitly with an Implicit Association Test. Regardless of group, age, and condition (neutral or semantically biased stimuli), the results confirm a stable, moderate implicitly measurable preference for younger over older workers. Whereas explicit measures of general age preferences showed no clear age preference, differentiated explicit measures of work-related age stereotypes also revealed stable preferences in all three samples: Younger workers were rated higher on performance and adaptability and older workers were rated higher on competence, reliability, and warmth. The explicit-implicit correlations were relatively low. Although explicit work-related age stereotypes are differentiated, the stable implicitly measured age bias raises concern. We suggest to apply implicit and explicit measures in the field of ageism in the workplace.

Too old for modern work? An explicit and implicit measure of the modern-work-is-young stereotype

“…In line with the literature (e.g. Kleissner and Jahn, 2020), the participants who first performed the stereotype-congruent block (modern work/younger workers) showed higher implicit modern-work-is-young stereotypes ( M D score = 0.84; large effect) than participants who performed the non-congruent block first ( M D score = 0.71; moderate effect), t (184) = −2.335, 95% CI [−0.23; −0.02], p = 0.021. According to Greenwald et al (2003), D scores can be interpreted by applying the criteria for effect sizes of Cohen’s (1977) d measure.…”

Age stereotypes towards younger and older colleagues in registered nurses and supervisors in a university hospital: A generic qualitative study

“…Recent experimental studies confirm the existence and stability of age stereotypes. By measuring attitudes not explicitly, for example in self-report, but implicitly via the Implicit Association Test, it could be shown that younger workers are preferred to older workers by students, older adults and workers (Kleissner & Jahn, 2020b). Another point worth considering is discrimination through colleagues as a behavioural consequence of negative age stereotyping (Nelson, 2005).…”

What (not) to add in your ad: When job ads discourage older or younger job seekers to apply

“…Stereotypes exist about members of different socio‐demographic groups (e.g., based on one of the Big Three demographics: age, ethnicity, and gender). For example, older people are stereotypically viewed as unadaptable, inflexible, and stubborn, whereas younger aged people are stereotypically perceived as inexperienced, irresponsible, and lazy (Finkelstein et al, 2013; Kleissner & Jahn, 2020; Posthuma & Campion, 2009). Interestingly, group members may also contemplate which stereotypes others hold about them.…”