"I'm too Old for …" looking into a self-Sabotage rhetoric and its counter-narratives in an Italian setting

Stemming the "ageism pandemic": A qualitative inquiry with older adults in residential care facilities during the Covid-19 outbreak

The Covid-19 pandemic added to collective concerns, making health risks salient especially for the older population. The health emergency exacerbated an already widespread negative representation of aging, and phenomena such as ageism. With the present qualitative inquiry, 21 episodic interviews were collected with the aim of understanding the experience of older adults in residential care facilities, exploring their ideas of aging and the viewpoints that helped them to respond to the pandemic successfully. A thematic analysis was conducted using NudIst software. The results show that participants described multiple personal and relational resources they used to cope with the pandemic, and they were able to express counter-narratives to the ideas of aging as coinciding with decline, and of lockdown as a source of distress alone. The paper concludes with reflections on the relevance of research capable of challenging unhelpful dominant discourses and averting the risk of them turning into negative prophecies.

The worn-out syndrome: Uncertainties in late working life triggering retirement decisions

In recent decades, the extension of individuals' working life has been construed as an important policy issue in Western Europe. Here, retirement causes have been thoroughly researched in a quantitative way, but there is a dearth of qualitative studies on the subject. Through ethnographic fieldwork, we study the complex pathways that lead to the retirement of senior employees in the finance and production industries in Denmark. In particular in the finance industry, we find an insidious uncertainty haunting senior employees regarding their capacity and reputation. We term this uncertainty worn-out syndrome, demonstrating how many interlocutors fear that they are beginning to be seen as worn out, for example, less productive, less motivated, and too old to work. To some extent, this syndrome resembles the impostor syndrome, but it differs in one important aspect: the senior employees are mostly confident about their own skills. Worn-out syndrome is triggered by stereotypes and implicit ageist remarks by colleagues and managers. We show that the worn-out syndrome appears in at least three different ways: as a fear of already being worn out, as a fear of being perceived as worn out by colleagues and managers, and as a fear of becoming worn out in the future without realizing it in time. We argue that current retirement decisions are often fueled by this syndrome and that it leads to abrupt and untimely retirement decisions.

Ageism in Working Life: A Scoping Review on Discursive Approaches

BACKGROUND AND OBJECTIVES

This review investigates the contribution of discursive approaches to the study of ageism in working life. It looks back on the 50 years of research on ageism and the body of research produced by the discursive turn in social science and gerontology.

RESEARCH DESIGN AND METHODS

This study followed the 5-step scoping review protocol to define gaps in the knowledge on ageism in working life from a discursive perspective. About 851 papers were extracted from electronic databases and, according to inclusion and exclusion criteria, 39 papers were included in the final review.

RESULTS

The selected articles were based on discursive approaches and included study participants along the full continuum of working life (workers, retirees, jobseekers, and students in training). Three main themes representing the focal point of research were identified, namely, experiences of ageism, social construction of age and ageism, and strategies to tackle (dilute) ageism.

DISCUSSION AND IMPLICATIONS

Discursive research provides undeniable insights into how participants experience ageism in working life, how ageism is constructed, and how workers create context-based strategies to counteract age stereotypes, prejudice, and discrimination. Discursive research on ageism in the working life needs further development about the variety of methods and data, the problematization of age-based labeling and grouping of workers, and a focus on the intersection between age and other social categories. Further research in these areas can deepen our understanding of how age and ageism are constructed and can inform policies about ways of disentangling them in working life.

The Relationship between Ageism and Well-Being as Mediated through COVID-19-Related Experiences and Discourses

Both COVID-19 and ageism can have a negative impact on the well-being of older people. Yet, our knowledge on the links between COVID-19, ageism and well-being is still emerging. The present study aimed to contribute to this knowledge by exploring the lived experiences of older adults during the COVID-19 pandemic. To do so, we analyzed older persons' subjective experiences and perceptions of ageism arising from COVID-19-related policies and discourses in two country contexts-Austria and Ireland-and the implications of these experiences for personal well-being. Based on the thematic analysis of 27 interviews with older adults, we found that participants perceived and encountered a discriminatory homogeneous representation of older people as a group. Three specific forms of this homogenization, namely stigmatization, paternalism, and scapegoating, were identified as impact on well-being. Moreover, our analysis showed how these forms of ageism challenge both the individual and social identities of older people, revealing older participants' different attitudes in responding to this challenge. With reference to the international research literature, we discussed the impact of these experiences on the well-being of older people and the possible legal and socio-political implications of our findings.

Resisting ageism through lifelong learning. Mature students' counter-narratives to the construction of aging as decline

This study aims to investigate the narratives of some "mature" students who are challenging the widely-shared view that studying, and learning new things, is a prerogative of young people. Twenty-five narrative interviews were conducted with older people enrolled at the University of Padua, Italy, to shed light on the motives, values, self-image, and personal solutions that supported their decision to resume and successfully pursue a path of studies at a "non-canonical" age. Starting from perspectives that emphasize the social dimension of meaning-making activity, we explore the counter-narratives functional to the deconstruction of "age prejudice". The results that emerge from a thematic and structural narrative analysis show some common themes and three different counter-narratives through which respondents try to challenge the idea that they are too old to study. The paper ends with some considerations on the degree of efficacy with which these counter-narratives can resist age prejudice, identifying cases in which they favor change on a personal, social, or cultural level.

The Impact of Age Stereotypes and Age Norms on Employees' Retirement Choices: A Neglected Aspect of Research on Extended Working Lives

This article examines how older workers employ internalized age norms and perceptions when thinking about extending their working lives or retirement timing. It draws on semi-structured interviews with employees (n = 104) and line managers, human resource managers and occupational health specialists (n = 52) from four organisations in the United Kingdom. Previous research has demonstrated discrimination against older workers but this is a limiting view of the impact that ageism may have in the work setting. Individuals are likely to internalize age norms as older people have lived in social contexts in which negative images of what it means to be "old" are prevalent. These age perceptions are frequently normalized (taken for granted) in organisations and condition how people are managed and crucially how they manage themselves. How older workers and managers think and talk about age is another dynamic feature of decision making about retirement with implications for extending working lives. Amongst our respondents it was widely assumed that older age would come with worse health-what is more generally called the decline narrative - which served both as a motivation for individuals to leave employment to maximize enjoyment of their remaining years in good health as well as a motivation for some other individuals to stay employed in order to prevent health problems that might occur from an inactive retirement. Age norms also told some employees they were now "too old" for their job, to change job, for training and/or promotion and that they should leave that "to the younger ones"-what we call a sense of intergenerational disentitlement. The implications of these processes for the extending working lives agenda are discussed.