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Ageism Contemporary Issues

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Ageism as a contemporary issue Being a manager nowadays is an extremely difficult task. The modern leader has to be open-minded to take care of its business as well as employees. Unfortunately, there are many reasons why staff members may feel abused or unwelcomed in their workplaces. One of the biggest issues when it comes to the companies, especially high-tech, is Age Discrimination, also called Ageism. There are four types of Ageism. The most common is Direct Discrimination. It can appear when the choice is made by the reason of other person’s age (Silkin et al., 2007). “For the purposes of these Regulations, a person (“A”) discriminates against another person (“B”) on grounds of B’s age, A treats B less favourably than he treats or would …show more content…

In some cases, Age discrimination can be unintentional, usually as a result of sub-conscious prejudice. (Silkin et al., 2007) That is why leaders have to be extremely careful while working with people from different age groups. Employees who are under age pressure may be less effective and experience some mental issues. Moreover, the lawsuit is not the worst or the most important thing which may happen to a manager or company. The most meaningful thing about aged-diverse crew is good performance. Diversity in the workplace can be awfully crucial and can boost the results in a significant way. That is the reason why it is worth to keep diversified team. A study from 2009 conducted by Personality and Social Psychology Bulletin of Harvard Business Review shows differences between divers and homogenous teams. The study was based on a teamwork and the goal of this task was to solve a murder mystery. After individual piece of work they were joined in two kinds of groups and they had to discuss and give an answer. The members of the first type of groups knew their teammates from common places like fraternity or sorority. The group of the second type was created from three people who were familiar with each other and one stranger. Cooperation in the first type of groups was smoother and their decisions about mystery were more confident than in the groups of the second type. Their work felt easier in comparison to the groups of other kind. Nevertheless, the answers from the second type of groups were more accurate. It means that the harder work is, the results are better. As a result of this test it is possible to state why it is essential to have a diverse team.

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Importance and benefits of managing this diversity There is prescription that a company could apply to be successful, therefore it depends on the capability of the leader to sort out what is best to the organisation based on the level of productivity of the workplace. Leaders and managers should know and recognise skills that are vital in creating a positive and effective diverse workforce. One day session of training and programs is inadequate to change a person’s behaviour and styles, therefore the company need continuous development, implementation and maintaining trainings and awareness foundation. The welfare of having a diverse workforce is that it brings a unique standpoint to the company.

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Hatshepsut was one of the most influential and powerful pharaohs of the 18th Dynasty of Egypt. She faced an abundance of discrimination and prejudice during her rule solely because she was a commanding female ruler in a time when patriarchy was the dominating norm. Therefore she had to overcome many preconceived notions about women in power that were constructed by generations of male pharaohs before her. Despite many obstacles, like an eradication attempt, Hatshepsut altered the social standards regarding women in Ancient Egyptian society. In doing so, she proved that women could be self-sufficient and fully functioning leaders, gave divine legitimacy to their rules, and carved a path for future female rulers throughout the world.

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This Chair Rocks: A Manifesto Against Ageism by Ashton Applewhite is a compelling and enlightening exploration of ageism, challenging societal norms and advocating for a more inclusive and respectful approach to aging. Applewhite, a prominent anti-ageism activist, brings to light the pervasive and often overlooked discrimination against older adults, urging readers to recognize and combat ageist attitudes and practices. This report will summarize Applewhite’s key points, a critical analysis of the piece, and a personal reflection and application of information found in the book. Throughout this book, Ashton Applewhite’s discussion of the prevalence of ageism, intersections with other forms of discrimination, challenging myths and stereotypes, and cultural and

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Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act, and the Age Discrimination in Employment Act state that it is illegal to discriminate in any aspect of the hiring process or in employment (pg.50). Therefore, law

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Ageism is a massive issue that is a part of our everyday lives. This form of discrimination can occur to any individual in any age range. Ageism is usually mentioned when expressing the prejudice older adults experience. The article, “What is Ageism?,” states that, “researchers have suggested that stereotypes about older people often relate to how younger people expect them to behave.” (Have You Experienced Ageism?2022)

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I personally don’t recall witnessing a situation where an individual was treated differently do to their age. But as I was researching the topic I found out that this is a big issue. Elder people are treated differently where for example healthcare workers start talking to an elderly person louder because right away they assume that they have hearing problems. In a workplace employers think that they could not do something

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Ageism: A Bystander’s Viewpoint Discrimination. We’ve all seen it. Some of us have experienced it. Unfortunately, the understanding many people have of discrimination is ever so slightly skewed. While the public’s definition of discrimination is as follows “The unjust treatment of individuals based on race or gender”, the dictionary definition is not quite the same.

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Oxfam Strengths Determining the strengths and weaknesses of Oxfam requires that you evaluate the global impact and outcomes of the organizations programs. Non-government organizations (NGOs) work locally and internationally and receive millions and I am sure billions of dollars in donations to improve the conditions for the poor and underserved. Currently, Oxfam is comprised of 17 organizations in approximately 94 countries (Oxfam GB, 2015).

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Discrimination can occur in many different forms such as beliefs, customs, cultures, and traditions which exist in countless countries across the globe, and even in those where discrimination is generally shunned and is a taboo. There are many different kinds of discrimination which includes but are not limited to ageism or age discrimination, racism or racial discrimination, sexism or sexual discrimination, ableism or discrimination towards the disabled, and discriminating those of a different nationality. Ageism or age discrimination is the discrimination and biasness based only or mostly on the basis of a person’s age group. It is a set of practices, customs, and traditions which are used to support their reason for discrimination based on a person 's age. Ageism is very commonly directed towards the elderly, teenagers, or young

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Ageism is mostly seen in elderly in the United states as most believe the older you get the less you can do. But ageism isn’t only about the rights of the elderly. What about kids? Or in fact young adults? Ageism refers to the stereotypes and discrimination someone may have toward another based on their age.

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Age discrimination in health care is primarily hidden and individual rather than institutional (Lievesley, 2012), where statistical evidence demonstrates this relationship with registered nurses and the severity and presence of discrimination towards patients of the older generation. Furthermore, patient outcomes are indirectly affected by ageism (Nelson, 2005). For example, health care workers who are biased towards the elderly often result in a reluctance to trial certain treatments which could benefit the individual along with the dismissal of older patients from clinical trials (Nelson, 2005). It is evident that registered nurses distance themselves from seniors due to feeling powerless to help or the patient might be at the end stage of life (Kane & Kane, 2005). Additionally, it has been found that people of the older generation who suffer a disability, such as a hearing of visual deficit, tend not to choose to receive rehabilitation in order to assist with day-to-day life (Kane & Kane,

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Butler further expanded his definition of ageism to mean "a deep seated uneasiness on the part of the young and middle-aged—a personal revulsion to and distaste for growing old, disease, disability, and fear of powerlessness, 'uselessness,' and death.” (qtd in Nolan, 2011) This phenomenon is “especially relevant for social work because it crosses all racial, gender, ethnic, sexual orientation, and religious categories” (Allen et al.2009) and so can be applied across all demographics within the category of older

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Per the Bureau of Labor Statistics, almost one in five employees in the United States are above the age of 55. As the number of baby boomers in the workplace continues to rise so does the number of age discrimination claims, though documented claims represent only a portion of the total number of employees who are forced out of their job due to their age. While the Age Discrimination in Employment Act of 1967 shelters employees 40 and over, a U.S. Supreme Court ruling in 2009 made it harder to demonstrate age discrimination. Many lawsuits are found to be invalid, or settled without assigning blame, while others find the employer clearly at fault. One example of the latter is the age discrimination case brought against Daimler Trucks North America LLC by ex-Daimler supervisor Josef Loczi.

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Although high level diversity can be seen in large companies, small companies are also enjoying diversity now days. As the population ages the relationship between age and job performance is likely to be the main issue. Employers also have mixed feeling regarding aging employees. Firstly, aging employees can bring some positive

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The ADEA protects employees against discrimination on age in all stages of employment, including recruitment advertising, interviewing, hiring, compensation, promotion, discipline, hard work, demotion , training, work assignments, and termination. The US Supreme Court ruled that the ADEA prohibits practices and seemingly neutral policies, but have a disproportionately negative effect on older workers (disparate impact) and those on older workers worse than explicitly Young workers ( unequal treatment). (See Smith v. City of Jackson, Mississippi, 544 US 228 (2005).) Not only ADEA prohibits employers from discriminating against older workers in favor of those under 40, also prohibits employers from discriminating against older workers.

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