Social Work Strategies Combat Age Discrimination in Workplace

Changes in life are inevitable, permeating our existence both as individuals and within the broader tapestry of society. These changes manifest in various facets of life, including our homes and workplaces, with profound implications that can be positive, negative, or a mixture of both. How individuals and communities navigate these changes significantly affects societal well-being, underscoring the essential role of social work. Social workers have the potential not only to influence changes that benefit society but also to effectively address those changes that impact human life.

This essay explores the profound impact of aging within the workplace and highlights how social workers can play a pivotal role in addressing these impacts to mutually benefit individuals, workplaces, and society at large. Specifically, the essay delves into workplace discrimination related to aging and how social workers can contribute to creating an inclusive environment.

The Aging Workforce

As global demographics shift towards an increasingly older population, with individuals living longer than ever before, society must adapt its strategies for the workplace. Low-income aging adults, often facing economic insecurity, continue to work well past typical retirement ages (Federal Interagency Forum on Aging-Related Statistics, 2008). The increase in human life expectancy also means the population is aging at a slower rate, posing new challenges and opportunities (Sanderson & Scherbov, 2015). Problems arising from aging in the workforce can manifest as physical, psychological, and social challenges. These include age discrimination occurring during recruitment, hiring, workplace culture, and the termination phase. With Americans living longer and working into their later years, age discrimination should not be overlooked.

Understanding Age Discrimination

The U.S. Equal Employment Opportunity Commission (EEOC) defines age discrimination as the unfair treatment of any employee based on their age. This law applies to individuals over 40, as specified in the Age Discrimination in Employment Act (ADEA, 1967). The ADEA, enacted by Congress in 1967, applies to individuals aged 40 to 65 and must be applied in all aspects of employment, including hiring, promotion, discharge, compensation, and terms of employment (U.S. Dept. of Labor). Despite the longstanding existence of ADEA laws, age discrimination remains prevalent in the workforce. Rothenberg and Gardner (2011) conclude that age discrimination continues to plague workplaces despite these legal protections. According to the Value of Experience Study, a national survey conducted by AARP, 61% of respondents over the age of 45 reported either witnessing or experiencing age discrimination in the workplace, with 38% believing it is very common (Perron, 2018). Moreover, 92% of those over 45 believe that age discrimination laws need strengthening, with over half believing discrimination starts after age 50 (Perron, 2018).

Cultural Drivers of Age Discrimination

Ageism, akin to racism and sexism, is rooted in unfounded beliefs, attitudes, and assumptions that lead to the systematic stereotyping of an entire demographic. Labels such as "senile," "in the way," "useless," and "old-fashioned" perpetuate the notion that aging adults are fundamentally different from younger generations. Butler (1975) observed that such labels can lead younger people to "subtly cease to identify with their elders as human beings" (p. 35). While age discrimination is undoubtedly a consequence of these societal stereotypes and beliefs, it is more about the behaviors that arise from ageism (Herring, 2009, p. 12). For instance, anyone can harbor ageist views and hold negative perceptions of older adults, but it only becomes discrimination when there is a withholding of privilege or abuse involved. To change workplace culture and foster inclusivity, it is crucial to address the root of age discrimination, which is ageism.

Stereotypes and Their Impact

Stereotyping often leads organizations and employees to make decisions that negatively impact older workers, despite their capabilities, skills, and experience. Posthuma and colleagues identified six categories of stereotypes: resistance to change, lower ability to learn, shorter tenure, poor performance, higher cost, and greater dependability (Posthuma & Campion, 2009; Posthuma, Wagstaff, & Campion, 2012). Of these, five have overall negative effects on older adults in the workplace, contributing to a non-inclusive work environment. Fixed attitudes toward older workers affect employer morale and customer confidence in the business's products or services. Stereotypes also influence how individuals interact and perceive specific groups, impacting how those groups view themselves (Horton et al., 2007).

Ageism affects how older adults perceive themselves, their physical and cognitive abilities, and their capacity to address health concerns, including seeking medical assistance and participating in cognitive, physical, and social interactions (Dionigi, 2015). These outcomes significantly impact the holistic health of older workers and the quality of their work experience. Businesses should be concerned with how older employees are treated, whether real mistreatment occurs or stereotypes are merely perceived by older workers. Society stereotypes older adults not only in work settings but also through images in photography and media, often portraying them as frail and disengaged from normal activities.

Consequences of Age Discrimination

Age discrimination has profound consequences at both individual and collective levels. Many older adults continue working due to financial necessity, with 42% of Americans over 45 reporting they need the money, while 12% support family members. However, the most common reasons for continuing work are staying mentally active (91%) and making extra money for desired purchases (Perron, 2018). Despite their confidence in job security, a significant portion of older workers worry about being left out of the workforce if laid off, with nearly half citing age discrimination as the reason (Perron, 2018). Age discrimination can adversely affect employees both mentally and physically, compounding stress and its long-term effects, including lower self-esteem, depression, and adverse health behaviors (Shipee et al., 2017).

Within workplace environments, age discrimination affects mezzo-level workers by influencing the overall workplace culture. A hostile or offensive environment can lead to burnout, high stress levels, and low productivity, creating a toxic workplace (Chernesky, 1998). Organizational toxicity results from insensitive actions by work members, managers, and company practices that drain vitality at both the individual and organizational levels (Frost, 2003, p.13).

The Role of Social Workers

Social workers can play a crucial role in addressing age discrimination in the workplace. They can advocate for policies that promote inclusivity, encourage organizations to adopt age-friendly practices, and support the development of training programs that raise awareness of ageism. By fostering an environment that emphasizes age diversity, social workers contribute to creating workplaces where older workers are valued for their experience and capabilities.

Conclusion

In conclusion, age discrimination in the workplace poses significant challenges not only to individuals but also to organizations and society at large. Addressing this issue requires a multi-faceted approach that involves raising awareness, changing perceptions, and implementing policies that promote inclusivity and diversity. By doing so, we can create workplaces that value the contributions of older workers, enhance their well-being, and ultimately benefit society as a whole. Social workers, with their expertise in advocacy and support, can play a pivotal role in this transformation, ensuring that workplaces become more inclusive and age-friendly environments.

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