Ageism that is also pronounced as the age discrimination is the type of stereotyping that comprises the discriminations against the aged people. Basically, Ageism is the type of ideas and perceptions that are based upon subordination and prejudice. The term Ageism was first developed and used by the Robert Neil Butler who highlighted this issue against the seniors. He described ageism as the amalgam of three interrelated elements; there were detrimental approach towards older people, aging process and old age; discrimination against the old aged people as well as organizational practices and policies to propagate that stereotyping. Furthermore, the term also describe discriminations against the youngsters and adolescents by keep ignoring their ideas etc, on just by considering them as immature and inexperienced ones and always treat them as a robotic device that should only followed the predefined commands and principles.
Ageism in widespread dialect and age studies typically refers to depressing biased practices against the old people; middle year aged people, adolescents and children. There are several kind of age-related bias such as Adultism is a tendency towards adults, that describe as prejudiced against all young people who are characterized as adults. Jeunism is the type of bias against the older people in support of younger. Adultcentricism that is the overstated egocentrism of adults and Adultocracyis that defines immaturity and maturity, placing adults in a leading position over young people, practically and theoretically both.
As an "ism", ageism describes injustice in society against older peoples but Ageism is not same as other “isms” such as racism and sexism, etc. the reason behind this, categorization of age is vibrant. An age of individual categorization alters as one develops via the life cycle. Therefore, classification of age is exemplified by repeated change, while the all other categorization conventionally used by society such as race etc. that are constant. Besides, no one is excused from at some stage having the status of old, and therefore, except they pass away at a young age, experiencing ageism. The later is a significant difference as ageism can therefore affect the person on two levels. First, the individual may be ageist among others. That is she or he may stereotype other community on the age basis. Second, the person may be ageist with in his or her personality. Therefore, attitudes of ageist may influence the self-concept (Dominick, & Sara , 2010).
Workplace, Diversity and Ageism
The Workplace, where the different activities are done to achieve the gain and benefit, is the place where, there are the amalgam of different issues persists and keep arises that are the continuous challenge for the not only the entrepreneur but also for the whole organization and its growth as well.
Diversity in workplace plays a key role to bring together the different entities, different values, different ideas, and in short different variables to work in the identical environment with equal opportunities. This diversity is the catalyst to cover the social and cultural gap among the different entities. Diversity means difference or the verities of ideas, practices and perceptions. It should be kept in mind that diversity doesn’t means division and isolation of different element and entities. Diversification can be seen in any shape and from any angle such as in cultural, lifestyle, goals, values, etc. According to the definition “The concept of diversity encompasses acceptance and respect. It means understanding that each individual is unique, and recognizing our individual differences” (Gladstone, 2010).
The Diversity in the perspective of Ageism issues among people, play a key role in the events of our times and around the world. There are many concerns dealing with the impact of Ageism in the workplace. The average workplaces have changed in many ways due to the policies that support the needs of employees.
There are lots of issues that are the part and parcel elements of any workplace but the Ageism related issues are those, that are comparatively sensitive than others because these issues are so sensitive that some time may cause to serious situations, therefore, strict vigilance on that type of issues are inevitable.
In the diversified circumstances, to motivate all of them to work as a team to achieve the predefined single goal become the more entangled task for managers to keep satisfy them and to achieve, maintain and promote the win-win situation, that diversity on the other hand is the key catalyst of different type of conflicts among the employees as mentioned above, when people work together in a organization or at same place, the conflicts among them keep rising by time to time, because every person has his or her own ideas, thinking, way of perceptions to deal with the issue and to handle the situations.
Therefore, the diversity in the perspective of Ageism means difference or the verities of ideas, practices and perceptions. It should be kept in mind that diversity doesn’t means division and isolation of different element and entities. Diversification can be seen in any shape and from any angle such as in Age, cultural, lifestyle, goals, values, etc. According to the definition “The concept of diversity encompasses acceptance and respect. It means understanding that each individual is unique, and recognizing our individual differences.” (Gladstone, 2010)
Therefore, this diversity is the main ingredient that enriches the society that has different colors and converted it as a unique identity. This diversity is like different colorful flowers and plants that cumulatively add the beauty to a garden. In that connection, if these differences/diversities considered as the opportunities of growth, it will bring the fruitful results (Familyeducation, 2010).
However, a manager should pay the proper attention on the issues that arises by the employees because this diversity could cause to conflict. Therefore, following activity will act as a peace soother that at least their voice is being heard properly by the administration. On the other hand, the administration will also be able to do more pragmatic and result oriented decision that will not only reduce the rate of conflicts but also create and promote the win-win situation. It should be bear in mind that a good manager has a ability to listen properly and resolve the issue proactively. Following are the pragmatic step by step guidelines to reduce the workplace conflicts that may occur because of Ageism among the employees:
“* Identify the problem. Make sure everyone involved knows exactly what the issue is, and why they are arguing. Talk it out until everyone agrees that there is a problem, and understands what the key issues are.
* Allow every person involved to clarify his or her perspectives and opinions about the problem. Make sure everyone has an opportunity to express an opinion. If necessary, establish a time limit (say, five minutes per person), and make sure each person sticks to the limit while stating his or her case. It is your responsibility to make sure all participants feel safe and supported.
* Identify the ideal end result, from each party’s point of view. It might surprise everyone to discover that their visions are not so far apart after all.
* Figure out what can realistically be done to achieve each individual’s goals. If action is taken, how will this affect other projects and objectives? Will the end result be worth the time and energy spent? If the attempt fails, what’s the worst that can happen?
* Find an area of compromise. Is there some part of the issue on which everyone agrees? If not, try to identify long-term goals that mean something to everyone, and start from there” (Allbusiness, 2010).
Besides above, similar to ethnic and gender inequity, age bias, at least when it influences younger workers, can consequence in uneven pay for same work. Contrasting racial and gender inequity, however, age favoritism in salaries is often preserves in law. For example, in both the United States lowest wage laws permit for employers to pay lesser wages to young workers. a lot of state and local lowest wage laws reflect such an age-based, tiered lowest wage. Midlife employees, on standard, make more than younger workers do that portrays educational success and different experiences such as job-specific and industry-specific, etc. The age-wage crest in the USA, according to data, is amid 45 and 54 years of age. Statistical inequity is to restraining the employment prospects of an person based on stereotypes of a group that the person belongs. Restricted employment prospects could come in the shape of lower-pay for same work with less social mobility. Juvenile feminine personnel were traditionally discriminating against, in contrast with younger men because it was anticipated, as of childbearing young women; they would require to abscond the work force to have children.
Labor policies also restrict the age on which individuals are permitted to work and under what circumstances they may job. In the USA, an individual must usually be at least 14 years old to look for a work, and employees experience extra limitations on their job activities until they become 16 year old. Numerous organizations decline to hire employees who younger than 18 years. Furthermore, elder employees benefit further often from higher salaries than do younger employees, they face obstacles in promotions and getting jobs. Organizations also support before time retirement excessively further for older or experienced employees. ("Youth & labor," 2010)
According to the Harvey Sterns, PhD, president of APA's Div. 20 (Adult Development and Aging) and director of The University of Akron's Institute for Life-Span Development and Gerontology, “The Equal Employment Opportunity Commission has reported a more than 24 percent increase in the number of age-discrimination complaints filed this year compared with the previous two years. Employees over the age of 40 are often considered "old" and not offered the same training, promotion opportunities and pay as younger colleagues, There is a long tradition within APA of dealing with these issues, but that doesn't mean they don't have to be revisited with intensity over and over again, This doesn't go away”. Div. 20 is the project that focus to offset such workplace and other type of age stereotypes by highlighting the requirement for additional qualified geropsychologists and encouraging age-friendly surroundings for development of older. (Dittmann, 2003).
Furthermore, in the connection of Ageism it would be better to share the personal experience. I had some issues with my senior managers because they always used to instruct and spoon-feed me to do things in this way or that way, when I was engaging to do Pet-works, I had no any idea but with the passage of time I totally faded up of that behavior and attitude. During the work, I had to face the different remarks such as you are very careless person, you have no any idea to take care about their feeding and cleaning the cages not to speak of their picking and transferring from one portion to other portion. I personally used to feel these remarks as insulting. One day, the surprising situation happened at that time when I was transferring birds to different portions, my supervisor came and said you cannot do that and you will lost the birds, my supervisor delivered that comments in spite of watching that I already transferred many birds but he again said me, let me do this activity because the birds are very precious but the result was not good, when he was transferring the parrots, a Lotino cut his hand, he loose his hands and the precious and beautiful parrot flew away then I just said I didn’t lose a single bird at least.
The reason behind to share that experience is that unnecessary and the overdoses of instructions transform a simple person into a rebellion. Furthermore, these types of over instructions are the big barrier in front of confident personality development because every common man wants to portray their personality as a confident and successful person so that he or she could be identified as a useful entity for the society.
However, I am still positive with the aged people and with the ageism as well because I believe that it is the part of life that should be dealt accordingly than to treat as useless thing. Furthermore, the aged and experienced workforces are the catalysts that should be utilized to nurture the local available workforce. This experienced workforce should be formalized and keep updated by the existing company’s professionals and retired aged officers. I believe that to learn the life experience from the aged and experienced person is the useful and their ideas and criticism should be faced with open mind as the above described experience portrayed that despite the criticism, I never expressed a single word and the result, after that he stopped to argue me. It should be borne in mind, to cope the ageism in workplace is not the impossible task, the simple role that should be adopted in that connection is to treat the human being on human basis.