When Age Stereotypes are Employment Barriers: a Conceptual Analysis and a Literature Review on Older Workers Stereotypes

Abstract

Literature has shown that age stereotypes are contextual barriers for workers' occupational wellbeing. The current paper provides a conceptual analysis and a systematic review of research literature on age stereotypes toward older workers and it highlights how age stereotypes represent possible employment barriers into the ongoing aging workforce. Using a systematic review methodology, 18 publications were identified (published in English language since 2000 to 2014 in relevant peerreviewed journals). The main findings of selected empirical studies indicated that: a) there is the need to focus HR management policies on older workers; b) age stereotypes toward older workers are multidimensional and there is the simultaneous existence of both positive and negative stereotypical beliefs; c) managers' age stereotypes can affect several organizational outcomes. Self-categorization theory and intergroup bias are recommended as promising theoretical approaches for studying age stereotypes toward older workers and their cognitive identification with the age group.

Age management in the workplace: manager and older worker accounts of policy and practice

“…Questions were asked to explore the managers’ perceptions about the skills and abilities of older workers. The interviews revealed a range of sometimes complex and contradictory attitudes held by managers when thinking about age and ageing in the workplace, confirming existing research (Van Dalen et al ., 2009; Chiu et al ., 2001; Dordoni and Argentero, 2015; Kroon et al ., 2018). Examples from three workplaces were given where (new) technology had presented challenges to older workers.…”

Old and Unemployable? How Age‐Based Stereotypes Affect Willingness to Hire Job Candidates

“…Based on theories of ageism, which demonstrate that people have implicit preferences for young over old (Levy & Banaji, ), and on evidence that youth is more often associated with competence and relatively higher status (Abrams, Russell, Vauclair, & Swift, ; Cuddy, Norton, & Fiske, ; Fiske, Cuddy, Glick, & Xu, ), we expect people to be more willing to hire a candidate with a relatively younger stereotypic profile even though there is no explicit information about that candidate's age. However, given the multidimensional nature of old‐age workplace stereotypes (Dordoni & Argentero, ; Swift, Abrams, & Marques, 2012), we assume there may be circumstances that might moderate bias based on tenure (Postuma & Campion, ) and status of the position (Abrams et al., ).…”

Employers’ Policies and Attitudes Towards the Performance of Older Employees in Lithuania

“…Henkens (2005) discerns three dimensions of stereotypes: the biased thinking about the productivity, the reliability and the adaptability of older staff. Dordoni and Argentero (2015) stereotypes, such as health, employability, age discrimination, and intention to retire. Although the stereotypes can be both negative and positive, the scholars put more attention to the negative ones.…”