Discrimination and its impact on productivity

Because much of what happens in the past influences the present and future, it is vital to understand the motives for the Act and how it affects others.

Discrimination and its impact on productivity

Classification[ edit ] Distinction from other age-related bias[ edit ] Ageism in common parlance and age studies usually refers to negative discriminatory practices against old people, people in their middle years, teenagers and children.

There are several forms of age-related bias. Adultism is a predisposition towards adults, which is seen as biased against children, youth, and all young people who are not addressed or viewed as adults. Adultcentricism is the "exaggerated egocentrism of adults.

This definition constitutes the foundation for higher reliability and validity in future research about ageism and its complexity offers a new way of systemizing theories on ageism: These may be a mixture of positive and negative thoughts and feelings, but gerontologist Becca Levy reports that they "tend to be mostly negative.

Discrimination and its impact on productivity

Stereotypes are necessary for processing huge volumes of information which would otherwise overload a person and are generally accurate descriptors of group characteristics, though some stereotypes are inaccurate. For example, age-based stereotypes prime one to draw very different conclusions when one sees an older and a younger adult with, say, back pain or a limp.

One might well assume that the younger person's condition is temporary and treatable, following an accident, while the older person's condition is chronic and less susceptible to intervention. On average, this might be true, but plenty of older people have accidents and recover quickly and very young people such as infants, toddlers and small children can become permanently disabled in the same situation.

Discrimination and its impact on productivity

This assumption may have no consequence if one makes it in the blink of an eye as one is passing someone in the street, but if it is held by a health professional offering treatment or managers thinking about occupational health, it could inappropriately influence their actions and lead to age-related discrimination.

Managers have been accused, by Erdman Palmore, as stereotyping older workers as being resistant to change, not creative, cautious, slow to make judgments, lower in physical capacity, uninterested in technological change, and difficult to train.

A review of the research literature related to age stereotypes in the workplace was recently published in the Journal of Management. For instance, if a child believes in an ageist idea against the elderly, fewer people correct them, and, as a result, individuals grow up believing in ageist ideas, even elders themselves.

Ageist beliefs against the elderly are commonplace in today's society. For example, an older person who forgets something could be quick to call it a "senior moment," failing to realize the ageism of that statement.

People also often utter ageist phrases such as "dirty old man" or "second childhood," and elders sometimes miss the ageist undertones.

The Influence of Appearance Discrimination on Career Development

In the three groups, the Chinese residents were presumably the least exposed to ageism, with lifelong experience in a culture that traditionally venerates older generations. Lifelong deaf North Americans also faced less exposure to ageism in contrast to those with typical hearing, who presumably had heard ageist comments their whole life.

The results of the memory tests showed that ageism has significant effects on memory. The gap in the scores between the young and old North Americans with normal hearing were double those of the deaf North Americans and five times wider than those of the Chinese participants.

The results show that ageism undermines ability through its self-fulfilling nature. This was found to be universal across cultures and was also found to be reasonably accurate varying depending on how the accuracy was assessed and the type of stereotypethough differences were consistently exaggerated.

It can involve the expression of derogatory attitudes, which may then lead to the use of discriminatory behavior. Where older or younger contestants were rejected in the belief that they were poor performers, this could well be the result of stereotyping.

But older people were also voted for on a stage in a game where it made sense to target the best performers. This can only be explained by a subconscious emotional reaction to older people; in this case, the prejudice took the form of distaste and a desire to exclude oneself from the company of older people.

Age-based prejudice and stereotyping usually involves older or younger people being pitied, marginalized, or patronized. This is described as "benevolent prejudice" because the tendency to pity is linked to seeing older or younger people as "friendly" but "incompetent. Hostile prejudice based on hatred, fear, aversion, or threat often characterizes attitudes linked to race, religion, disability, and sex.

An example of hostile prejudice toward youth is the presumption without any evidence that a given crime was committed by a young person.IOSR Journal Of Humanities And Social Science (IOSR-JHSS) Volume 21, Issue 1, Ver.

IV (Jan. ) PP e-ISSN: , p-ISSN: SUBJECT: EEOC COMPLIANCE MANUAL PURPOSE: This transmittal covers the issuance of Section 10 of the new Compliance Manual on "Compensation Discrimination." The Manual Section provides guidance and instructions for investigating and analyzing claims of compensation discrimination under each of the statutes enforced by the EEOC.

Employment discrimination is a form of discrimination based on race, gender, religion, national origin, physical or mental disability, age, sexual orientation, and gender identity by employers.

The Making of Ferguson: Public Policies at the Root of its Troubles | Economic Policy Institute

Earnings differentials or occupational differentiation—where differences in pay come from differences in qualifications or responsibilities—should not be confused with employment discrimination.

Executive summary. In August , a Ferguson, Missouri, policeman shot and killed an unarmed black teenager. Michael Brown’s death and the resulting protests and racial tension brought considerable attention to that town. The Age Discrimination Act (Cth) (the Act), recently enacted by the Federal Parliament, prohibits direct and indirect discrimination on the basis of age, in the areas of work, education, access to premises, the provision of goods, services and facilities, accommodation, the disposal of land, the administration of Commonwealth laws and programs and requests for information.[1].

Policy Paper 8 | Mental Health at Work: Developing the business case 3 million days have been lost in each of the last two years because of industrial action.

Sex / Gender Discrimination - Workplace Fairness