Workplace Ageism: Discovering Hidden Bias

Malinen, Sanna; Johnston, Lucy

doi:10.1080/0361073x.2013.808111

Cited by 74 publications

(57 citation statements)

References 49 publications

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“…, Stichler ), nurses in this study also identified the limitations they perceived ageing was having on their careers. Ageism in employment has not been well explored in the nursing literature although is well documented as an existing phenomenon (Dennis & Thomas , Malinen & Johnston , Williams ). It is likely that nurses face similar societal discrimination due to age as other older employees.…”

Section: Discussionmentioning

confidence: 99%

“…What may be happening to the nurses in this analysis is the influence of others' (managers, other nurses, family and friends) and their implicit attitudes towards ageing. Malinen and Johnston () provide evidence of the existence of unconscious bias against older workers in the workplace. When combined with the suggestion by Berger () that once a person has been labelled as old they then begin to define themselves as old, the perception that age may impact on capability could lead to the guilt experienced by participants.…”

Section: Discussionmentioning

confidence: 99%

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The juxtaposition of ageing and nursing: the challenges and enablers of continuing to work in the latter stages of a nursing career

Clendon

Walker

2016

Journal of Advanced Nursing

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While older nurses face growing physical and cognitive challenges as they age, they demonstrate strong resilience in the face of these challenges. It is recommended nurses seek support from their workplaces early to address challenges. Organisations must address ageism in the workplace and provide practical interventions such as supporting changes to work hours, shifting nurses to less physical roles and providing career planning to support resilience in older workers.

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Section: Discussionmentioning

confidence: 99%

Section: Discussionmentioning

confidence: 99%

The juxtaposition of ageing and nursing: the challenges and enablers of continuing to work in the latter stages of a nursing career

Clendon

Walker

2016

Journal of Advanced Nursing

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“…Several decades later, research on ageism expanded the understanding of the concept and encompassed different types (Iversen et al 2009). Among the most noteworthy are the distinctions between positive and negative ageism (Palmore 1999), implicit and explicate ageism (Blackburn 2006;Levy and Banaji 2004;Malinen and Johnston 2013) and personal and institutional ageism (Bytheway 1995;Palmore 1999;Palmore et al 2005). Moreover, social researchers have distinguished such subtypes as interactive ageism (Minichiello et al 2000), compassionate ageism (Furunes and Mykletun 2010) and gendered ageism (Handy and Davy 2007).…”

Section: Legal and Social Understanding Of Age Discriminationmentioning

confidence: 99%

Hard and soft age discrimination: the dual nature of workplace discrimination

2017

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The paper concentrates on the problem of age discrimination in the labour market and the way it can be conceptualised and measured in a multi-disciplinary way. The approach proposed here combines two understandings of age discrimination-a sociological and legal one, what allows for a fuller and expanded understanding of ageism in the workplace. At the heart of the study is a survey carried out in Poland with a sample of 1000 men and women aged 45-65 years. The study takes a deeper and innovative look into the issue of age discrimination in employment. Confirmatory factor analysis with WLSMV estimation and logistic regressions were used to test the hypotheses. The study shows that age discrimination in labour market can take on different forms: hard and soft, where the hard type of age discrimination mirrors the legally prohibited types of behaviours and those which relate to the actual decisions of employers which can impact on the employee's career development. The soft discrimination corresponds with those occurrences, which are not inscribed in the legal system per se, are occurring predominantly in the interpersonal sphere, but can nevertheless have negative consequences. Soft discrimination was experienced more often (28.6% of respondents) than hard discrimination (15.7%) with higher occurrences among women, persons in precarious job situation or residents of urban areas. The role of education was not confirmed to influence the levels of perceived age discrimination.

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“…Emphasising the implicit nature of ageism, Calasanti has pointed to how it has become "... embedded in institutions such that simply following 'normal' procedures or behaving in taken-for-granted ways can exclude old people" 28:8 . For example, several authors have emphasised that ways in which negative beliefs about the characteristic of aging persons as workers (for instance, as less flexible, efficient and trainable) are taken up to justify discriminatory practices that marginalise older workers 29,30,31 . Thus, practices, systems and policies, predicated on social relations of power tied to age, often become taken-forgranted and unquestioned, obscuring ageist assumptions and practices 32 .…”

Section: Ageism and The Shaping Of Occupational Possibilitiesmentioning

confidence: 99%

Situating occupation in social relations of power: Occupational possibilities, ageism and the retirement 'choice'

Rudman

2015

S. Afr. j. occup. ther

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ABSTRACT. However, building on foundational work related to occupational justice and the political nature of occupation 6,7 , there has been increasing recognition of the need to employ theoretical and methodological approaches that address social relations of power 8,9,10 . To date, work addressing the situated nature of occupation has tended to neglect how social relations of power are enacted in ways that create and perpetuate situations of discrimination, marginalisation and oppression 11,12,13,14 . Attention to social relations of power is essential if the study of occupation is to critically raise awareness of the mechanisms through which ocKey words: Narrative, discourse, occupational injustice, later life cupational injustices are enacted and, in turn, inform practice aimed at transforming socio-political practices, systems and structures to create more occupationally just conditions 15,16,17,18 . This paper addresses the embeddedness of occupation within social relations of power tied to age. It aims to both illustrate a methodological approach that can be employed to critically examine the influences of discourse on lived experience and occupational possibilities, and also the potential understandings of occupation that can evolve from such work. Drawing on narrative data collected from retired individuals in a Canadian city, the analysis critically addresses how ageism, as an ideology and form of discrimination based in social relations of power, bounded occupational possibilities and choices in the work to retirement transition. In concert with the emerging body of work integrating critical social science frameworks to examine how social relations of power tied to race, gender, citizenship status, and other attributes shape possibilities for occupations, this paper aims to further raise awareness of the need to attend to social relations of power in occupation-centred research and practice in order to form and sustain contexts that enable human flourishing and dignity through occupation. Politicising occupation: Occupation and social relations of powerSeveral authors have pointed to the importance of politicising occupation; that is, placing occupation within broad relations of power to raise awareness of, and inform actions to address, how such relations shape and perpetuate occupational inequities 3,

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Workplace Ageism: Discovering Hidden Bias

Cited by 74 publications

References 49 publications

The juxtaposition of ageing and nursing: the challenges and enablers of continuing to work in the latter stages of a nursing career

The juxtaposition of ageing and nursing: the challenges and enablers of continuing to work in the latter stages of a nursing career

Hard and soft age discrimination: the dual nature of workplace discrimination

Situating occupation in social relations of power: Occupational possibilities, ageism and the retirement 'choice'

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