Old and Unemployable? How Age-Based Stereotypes Affect Willingness to Hire Job Candidates

Good Intentions Aside: Stereotype Threat in the Face of Media Strategies to Counter Age Bias

The current study shifts the focus of research on media's role in facilitating and inhibiting self-stereotyping among the members of stigmatized groups. More specifically, this study proposes and tests a conceptual model explaining (un)intentional effects of a real-world anti-ageism social media campaign among stereotyped targets: Older workers. Drawing on an experiment among older Dutch adults (N = 649), we test the effects of two message strategies for reducing prejudice: the media-literacy and the counter stereotypical information strategy. The results show that exposure to content warnings as well as strong counter-stereotypical message (i.e., consisting of positive exemplars and the negation of generic age stereotypes) is powerful in inhibiting implicit stereotype endorsement, ultimately boosting favourable employability perceptions of older workers. By integrating insights from the parasocial content hypothesis and stereotype threat indications, we provide a nuanced understanding of how anti-bias campaigns impact stigmatized targets, and isolate reasons for the varied effectiveness of such interventions.

Effects of workplace ageism on negative perception of aging and subjective well-being of older adults according to gender and employment status

AIM

According to stereotype embodiment theory, workplace ageism can worsen older adults' self-perceptions of aging and subjective well-being. However, there has been little research on gender differences in this regard. This study examined the effects of workplace ageism on attitudes toward aging and subjective well-being according to gender and employment status.

METHODS

We carried out an online survey of 600 participants aged 60-74 years in October 2021. Participants were equally divided into women who had worked full-time, women who had worked part-time and men who had worked full-time, and further divided by current employment status, forming a total of six groups for comparison.

RESULTS

A total of 75% of the participants perceived some form of workplace ageism. Structural equation modeling showed that, for men and women in full-time employment, workplace ageism was associated with a negative self-perception of aging and poor subjective well-being, the effect of which was strong among those currently employed and weak among those who had retired. For women working part-time, the impact of workplace ageism on subjective well-being was stronger among those who were currently unemployed.

CONCLUSION

Workplace ageism exacerbates older adults' self-perception of aging and decreases their subjective well-being. Women working part-time might quit their jobs when their subjective well-being worsens due to workplace ageism. Therefore, it is necessary to create a workplace environment that is comfortable for older workers and free of ageism. Geriatr Gerontol Int 2024; 24: 259-265.

Negotiating Experiences of Belonging Alongside Age-Related Life Transitions

Belonging is a pervasive human need that is vital to our well-being as we age. Ageist attitudes, stereotyping, and life transitions tend to jeopardise older adults' experiences of belonging. Although community involvement can lead to the development of social relationships that support belonging in older adulthood, little is known about how belonging is perceived and experienced by older adults. The purpose of this article is to share findings from research conducted with members of a community centre for people 50 years of age and older who shared their perceptions and experiences of belonging. Findings highlight the ways that age-related life transitions affect experiences of belonging. Findings also reveal that features of a belonging experience include feeling worthwhile, being welcomed and accepted, having opportunities for connection, and seeking to belong. We draw from these findings to suggest ways to enhance belonging for older adults.

Reducing negative attitudes toward older adults and increasing advocacy for policies to support older adults: Bayesian analysis approach

As the world's population is aging, it is necessary to create societies in which older adults and young people can live together comfortably. Reducing young people's negative attitudes toward older adults is a pressing issue. Given the unique characteristics of older adults, which most people will eventually become, we focused on how long people believe it will be before they become older adults (i.e., the subjective time of becoming older). To examine our hypotheses, we performed a Bayesian analysis, which has attracted considerable attention in psychological research in recent years. In Studies 1 and 2, even after controlling for variables such as youth identity and aging anxiety, those with a longer subjective time of becoming older had more negative attitudes toward older adults and lower advocacy for policies to support older adults. In Study 3, we examined the effect of shortening the participants' subjective time of becoming older by presenting an explanatory text on the stereotype embodiment theory and several related empirical findings. We observed decreased negative attitudes toward both the young-old and old-old groups and increased advocacy for policies to support older adults. In the supplemental experiment, the experimental manipulation used in Study 3 reduced participants' aging anxiety. Future studies should elaborate on the negative attitudes toward a broad subgroup of older adults, and examine the perceived relative importance of policies to support older adults compared with policies in other areas.

Turning age into agency: A qualitative longitudinal investigation into older jobseekers' agentic responses to ageism

Despite existing laws prohibiting age discrimination in employment and hiring practices, ageism creates inequalities between jobseekers because of their age. Deeply manifested ageist practices take place in everyday interactions within the labor market, complicating changes in career trajectories during late working life. Bringing the time dimension into studies on ageism and individual agency, we narratively examined qualitative longitudinal interviews with 18 older jobseekers from Finland to better understand the role of time and temporality in agentic practices that older jobseekers employ to counteract forms of ageism. Older jobseekers exhibited various resilient, and reworked strategies in response to ageism depending on their diverse social and intersectional positions. As their positions changed over time, jobseekers employed different strategies, highlighting the relational and temporal dimensions of individual agency in labor market decisions. The analyses suggest that acknowledging the dynamics between temporality, ageism, and labor market behavior is vital for creating effective and inclusive policies and practices to tackle inequalities in late working life.

We will all age and one day be older adults ourselves: College students' reflections on facilitating compassionate presence (CP) sessions for older adults

College students are likely to hold negative ageist views and attitudes toward older people. The compassionate presence (CP) intervention could be a promising approach to reduce ageist attitudes that younger adults have of older adults. College students were trained virtually in deep, active, and compassionate listening and were matched with older adults living in assisted-living facilities. The partners met virtually for an hour once per week. Students completed weekly reflections throughout the ten-week intervention. The weekly reflections revealed that students had preconceived notions about older adults before the CP training. After the CP training and throughout the intervention, we noted a positive shift in perception, knowledge, and attitudes toward older adults and aging. Students built meaningful social bonds with older adults, developed strong communication and interpersonal skills, and acquired research and core leadership skills needed for future careers and professional practice.

Is a Positive Intergenerational Workplace Climate Associated with Better Self-Perceived Aging and Workplace Outcomes? A Cross-Sectional Study of a Representative Sample of the Danish Working Population

The aim of this study was to determine the association between intergenerational workplace climate (attitudes, feelings, and perceptions about workers of different ages in the workplace) and self-perceived aging, work engagement, and turnover intention. A cross-sectional study was conducted via an online survey including answers from a representative sample of 1571 individuals aged 18-74 years, living and working in Denmark. In line with our hypotheses, we found that a more positive intergenerational workplace climate was related to a better self-perceived aging as well as to more work engagement and less turnover intention. In addition, we found that these associations were similar in all age groups. The findings point to the potential benefits of initiatives aimed at strengthening the intergenerational climate in workplaces.

Negative attitudes of healthy older adults toward unhealthy older adults: Focus on the subjective health

Negative attitudes toward older adults, especially those with declining physical function and/or advanced dementia (i.e., unhealthy older adults), are serious. It is important to identify psychological factors associated with such negative attitudes toward unhealthy older adults. In this study, we focused on subjective health (subjective perception of one's own health status). We tested the hypothesis that healthy older adults with lower subjective health have more negative attitudes toward unhealthy older adults. We also examined whether this association is still pronounced after controlling for the participants' physical health status and demographics. In this study, an online survey was conducted among Japanese older adults who were not certified as needing long-term care (N = 1,082, aged 65-88). To control for the participants' physical health status, we focus on frailty. We conducted a factor analysis and multiple regression analysis on negative attitudes toward unhealthy older adults. As a result, healthy older participants with lower subjective health perceived unhealthy older adults negatively, and this association was still pronounced even after controlling for the participants' frailty score and demographics. Based on our findings, it is suggested that increasing the subjective health of older adults may help them view each other more positively. Therefore, it is important to devise gerontological and psychological interventions to improve older adults' subjective health. This study has limitations, such as the fact that we conducted only an online survey. Previous studies on how older adults perceive the social group of older adults are scarce, and further studies are expected.

Applying XAI to an AI-based system for candidate management to mitigate bias and discrimination in hiring

Assuming that potential biases of Artificial Intelligence (AI)-based systems can be identified and controlled for (e.g., by providing high quality training data), employing such systems to augment human resource (HR)-decision makers in candidate selection provides an opportunity to make selection processes more objective. However, as the final hiring decision is likely to remain with humans, prevalent human biases could still cause discrimination. This work investigates the impact of an AI-based system's candidate recommendations on humans' hiring decisions and how this relation could be moderated by an Explainable AI (XAI) approach. We used a self-developed platform and conducted an online experiment with 194 participants. Our quantitative and qualitative findings suggest that the recommendations of an AI-based system can reduce discrimination against older and female candidates but appear to cause fewer selections of foreign-race candidates. Contrary to our expectations, the same XAI approach moderated these effects differently depending on the context.

SUPPLEMENTARY INFORMATION

The online version contains supplementary material available at 10.1007/s12525-022-00600-9.

Intersections of ageism toward older adults and other isms during the COVID-19 pandemic

The COVID-19 pandemic is a significant global issue that has exacerbated pre-existing structural and social inequalities. There are concerns that ageism toward older adults has intensified in conjunction with elevated forms of other "isms" such as ableism, classism, heterosexism, racism, and sexism. This study offers a systematic review (PRISMA) of ageism toward older adults interacting with other isms during the COVID-19 pandemic. Articles were searched in 10 databases resulting in 354 ageism studies published between 2019 and August 2022 in English, French, Portuguese, or Spanish. Only 32 articles met eligibility criteria (ageism together with other ism(s); focus on the COVID-19 pandemic); which were mostly review papers (n = 25) with few empirical papers (n = 7), reflecting almost all qualitative designs (n = 6). Articles discussed ageism with racism (n = 15), classism (n = 11), ableism (n = 9), sexism (n = 7), and heterosexism (n = 2). Authors represented numerous disciplines (gerontology, medicine, nursing, psychology, social work, and sociology) and countries (n = 14) from several continents. Results from this study underscore that ageism intersects with other isms in profoundly negative ways and that the intersections of ageism and other isms are understudied, requiring more research and intervention efforts.

Intergenerational contact during and beyond COVID-19

Intergenerational contact is crucial for promoting intergenerational harmony and reducing ageism. However, the COVID-19 pandemic has disrupted and changed the nature and frequency of intergenerational contact. In addition, research suggests that both ageism towards older adults and intergenerational threat regarding succession and consumption, have increased. Through the lens of the Temporally Integrated Model of Intergroup Contact and Threat (TIMICAT; Abrams & Eller, 2016), we explore the implications of these changing dynamics on ageism towards older adults during and beyond the COVID-19 pandemic. Our review reveals that research into intergenerational contact needs to articulate both the time course and salience of contact and threats before making predictions about their impacts on prejudice. The implications of understanding how contact and threat combine to affect ageism for policy and practice are discussed in relation to employment, education, and intergenerational contact programs. We highlight that policy makers play a key role in promoting intergenerational harmony through the reduction of narratives that inflame intergenerational tensions and threat.

Is cybervetting valuable?

Cybervetting is the widespread practice of employers culling information from social media and/or other internet sources to screen and select job candidates. Research evaluating online screening is still in its infancy; that which exists often assumes that it offers value and utility to employers as long as they can avoid discrimination claims. Given the increasing prevalence of cybervetting, it is extremely important to probe its challenges and limitations. We seek to initiate a discussion about the negative consequences of online screening and how they can be overcome. We draw on previous literature and our own data to assess the implications of cybervetting for three key stakeholders: job candidates, hiring agents, and organizations. We also discuss future actions these stakeholders can take to manage and ameliorate harmful outcomes of cybervetting. We argue that it is the responsibility of the organizations engaged in cybervetting to identify specific goals, develop formal policies and practices, and continuously evaluate outcomes so that negative societal consequences are minimized. Should they fail to do so, professional and industry associations as well as government can and should hold them accountable.

"You are stealing our present": Younger people's ageism towards older people predicts attitude towards age-based COVID-19 restriction measures

The COVID-19 pandemic emerged to be a fertile ground for age-based prejudice and discrimination. In particular, a growing literature investigated ageism towards older people at the individual and the interpersonal level, providing evidence of its prevalence, antecedents and negative consequences. However, less much is known on the phenomenon at the intergroup level. To fill this gap, the present correlational research investigated the effects of younger people's endorsement of ageism towards older people on the attitude towards COVID-19 restriction measures primarily targeted to older (vs. younger) population. In the autumn of 2020, five hundred and eighty-two Italian participants (83.3% females; M age = 20.02, SD age = 2.83) completed an online questionnaire. Results revealed that the younger people's endorsement of ageism towards older people increased the attribution of culpability for the severity of COVID-19 restriction measures to older (vs. younger) people, which, in turn positively affected the attitudes towards older (vs. younger) people isolation and support for selective lockdown on older population only. The main contributions of the study, limitations, future research directions, and practice implications are discussed.

Age Differences in Attitudes towards Older People in Poland

INTRODUCTION

The attitudes towards older people is essential. Society's perception of older adults is often unpleasant. Inappropriate treatment of older people in society causes a decrease in self-esteem, a sense of control over one's own life, a decrease in the quality of life, an increase in anxiety, depression, anger, and sadness. The aim of this study was to compare the attitudes of young people and seniors towards older people in relation to their satisfaction with life and self-esteem.

MATERIALS AND METHODS

The study was conducted online in groups of young adults under 35 years of age (Group I) and over 65 years of age (group II), with 177 people each.

METHOD

The study used the following questionnaires: Satisfaction with Life Scale (SWLS), Self-Assessment of Own Person (SOP), and Kogan's Attitude Towards Old People Scale (KATOPS).

RESULTS

The satisfaction of life in both groups was average. The mean value of self-esteem was significantly (p < 0.001) lower in the group of seniors. Both groups of respondents had negative attitudes towards seniors in the KATOPS. There was a statistically significant correlation between life satisfaction and self-esteem in seniors. Gender, age, education, or place of residence of respondents had no impact on negative attitudes in both groups.

CONCLUSIONS

Both groups showed negative attitudes towards seniors. No significant correlation was found between the groups and gender of the respondents, and the influence of the respondent's age, education, marital status, or place of residence. There was a correlation between the respondents' attitudes in the subscale of negative attitudes and their satisfaction with life. No correlation between self-esteem and age and marital status were found with no dependence on gender, education, or place of residence.

Splintering Organizational Subjectivities: Older workers and the dynamics of recognition, vulnerability and resistance

Drawing on insights from Judith Butler’s writing on the dynamics of subjectivity, vulnerability and resistance, this paper explores how older workers negotiate organizational recognition schemes that are based on age-related ideals. The paper draws on observational, documentary and interview data from an Australian call centre where older workers are both championed as a valuable potential recruitment pool and managed through age-biased discourses. Our analysis shows how older workers’ resistance to being positioned as simultaneously valuable and vulnerable leads them to disrupt the normative conditions upon which organizational recognition is premised. We emphasize the importance of an ‘aged’ perspective on workplace recognition in order to better understand how the dynamics of vulnerability and resistance not only shape older worker identities and experiences but also disrupt organizational recognition regimes, exposing the mutual vulnerability of older workers and their managers.

Workplace Age Discrimination and Affecting Factors in Turkey: A Validation Study

Objective: This study was undertaken to adapt Workplace Age Discrimination Scale (WADS) to Turkish. Methods: The sample of the study was composed of 465 volunteered women and men (18+ years) who had an active working life. Corrected item total correlation and Cronbach's alpha internal consistency coefficient were calculated for reliability of WADS. High order confirmatory factor analysis was performed to test the theoretical suitability and construct validity for Turkish context. Results: In this study, WADS has one factor construction. Cronbach's Alpha Reliability Coefficient was found as 0.904 for WADS. Predictors of workplace age discrimination in Turkish population were determined as age, hierarchical structure, job satisfaction, and income satisfaction Conclusion: These results showed that the Turkish version of WADS may be used as a valid and reliable tool in determining workplace age discrimination and in other relevant research. Exploring the validity and reliability of the scale should be repeated in groups who have different socio-demographics and health situations.

Implicit and Explicit Measurement of Work-Related Age Attitudes and Age Stereotypes

Age attitudes and age stereotypes in the workplace can lead to discrimination and impaired productivity. Previous studies have predominantly assessed age stereotypes with explicit measures. However, sole explicit measurement is insufficient because of social desirability and potential inaccessibility of stereotypical age evaluations to introspection. We aimed to advance the implicit and explicit assessment of work-related evaluations of age groups and age stereotypes and report data collected in three samples: students (n = 50), older adults (n = 53), and workers (n = 93). Evaluative age attitudes were measured implicitly with an Implicit Association Test. Regardless of group, age, and condition (neutral or semantically biased stimuli), the results confirm a stable, moderate implicitly measurable preference for younger over older workers. Whereas explicit measures of general age preferences showed no clear age preference, differentiated explicit measures of work-related age stereotypes also revealed stable preferences in all three samples: Younger workers were rated higher on performance and adaptability and older workers were rated higher on competence, reliability, and warmth. The explicit-implicit correlations were relatively low. Although explicit work-related age stereotypes are differentiated, the stable implicitly measured age bias raises concern. We suggest to apply implicit and explicit measures in the field of ageism in the workplace.

‘I've never given it a thought’: older men's experiences with and perceptions of ageism during interactions with physicians

The subjective experience of ageism among older men has received little research attention. This study examines older Canadian men's experiences with and perceptions of ageism during interactions with physicians. In-depth, face-to-face interviews were conducted with 21 men aged 55 years and over. The findings indicate a seeming lack of awareness of ageism among many, and many did not believe ageism was likely to occur during patient–physician interaction. Negative stereotyping of older patients was common. A large majority of the participants reported that they had not personally experienced ageism during a medical encounter, nor were they concerned about it. Numerous rationales were proffered as explanations of why a particular participant had not experienced ageism and who was more likely to be a target.

Chinese Medical Students' Attitudes toward Older Adults and Willingness To Consider a Career in Geriatric Medicine: A Cross-Sectional Survey

Phenomenon: Ageism is a significant social issue, especially in China. Ageism adversely affects willingness to consider a career in geriatric medicine. However, few studies have examined this topic among Chinese medical students. This study aimed to investigate attitudes toward older people among medical students in China, examine the factors related to these attitudes, and determine the relationships between attitudes and willingness to consider geriatric medicine as a career after graduation. Approach: Responses from 1,022 Chinese medical students were included in the analyses. Students provided demographic information and completed the Fraboni Scale of Ageism (FSA). The data were analyzed using the Statistical Package for Social Sciences, version 24.0 (IBM SPSS Corp). Findings: The mean score of the FSA was 64.42 ± 6.58. Multiple regression analysis showed that the significant predictors of ageism were being male, longer years of training in medical school, and no caregiving experiences with older adults during clinical practice (R ² = .038, F = 13.520, p < .001). Students who had higher FSA scores were more unwilling to consider a career in geriatric medicine after graduation (t = 4.281, p < .001, Cohen's d = .268). Insights: Chinese medical students have fewer positive attitudes toward older adults than what has been reported in other countries. Future studies should examine the determinants of ageism among medical students in various cultures to guide the development, implementation, and assessment of interventions designed to nurture a more positive attitude toward older adults and increase willingness to consider a career in geriatric medicine.

The relative importance of personal beliefs, meta-stereotypes and societal stereotypes of age for the wellbeing of older people

Negative images of old age can harm older individuals’ cognitive and physical functioning and health. Yet, older people may be confronted with age stereotypes that are inconsistent with their own personal beliefs. We examine the implications for older people's wellbeing of three distinct elements of age stereotypes: their personal beliefs about their age group, their perception about how others generally perceive older people (i.e. their meta-stereotypes) and the societal age stereotypes that are empirically widely shared in society. Using measures from the Stereotype Content Model and survey data of older people from the United Kingdom (UK) (Study 1, N = 171), we found only partial overlap between older people's personal beliefs and their meta-stereotypes. Personal beliefs were unrelated to wellbeing, but positive meta-stereotypes of older people's competence were linked to higher wellbeing. These findings were largely replicated with a sample of baby-boomers from Switzerland (Study 2, N = 400) controlling for socio-demographics. Study 3 used representative survey data (N = 10,803) across 29 European countries, to test and confirm that the link between positive competence meta-stereotypes and wellbeing can be generalised to different cultures, and that positive warmth meta-stereotypes were an additional predictor. At the country level, societal age stereotypes about competence were positively related to the wellbeing of older people, but only in countries that provide greater opportunities for competence attainment.

Supporting the old but neglecting the young? The two faces of ageism

Ageism is the most prevalent form of prejudice and is experienced by both older and younger people. Little is known about whether these experiences are interdependent or have common origins. We analyze data from 8,117 older (aged 70 and over) and 11,647 younger respondents (15-29 years) in representative samples from 29 countries in the European Social Survey. Using multilevel structural equation modeling, we test the hypothesis that older people are less likely, and younger people more likely, to suffer age discrimination if they live in a country with stronger structural support for older people. We also test the hypothesis that although stronger social norm against age discrimination reduce age discrimination suffered by older people it does not inhibit discrimination against younger people. These hypotheses are supported, and the results underline the neglected problem of ageism toward youth. Findings highlight that strategies for reducing age prejudice must address ageism as a multigenerational challenge, requiring attention to intergenerational cohesion and resource distribution between ages. (PsycInfo Database Record (c) 2020 APA, all rights reserved).

Endorsing and Reinforcing Gender and Age Stereotypes: The Negative Effect on Self-Rated Leadership Potential for Women and Older Workers

Previous research has examined the impact of stereotypes on outcomes such as career progression and hiring decisions. We present a novel approach to examine the role of stereotypes in predicting self-rated leadership potential across gender and age groups. This research sheds light on the impact of leadership-incongruent and detrimental stereotypes about one's gender and age, for women and older workers, on self-ratings of leadership potential. Across three studies (total N = 640), correlational and experimental evidence shows differential effects of stereotypes about women (vs. men) and older (vs. younger) people on self-ratings of their own leadership potential. Results suggest that both gender and age stereotypes affect older workers more than their younger counterparts (Study 1). Specifically, effects on self-rated leadership potential at the intersectional level show that endorsement of stereotypes has opposite effects on older women to younger men (Study 1). Furthermore, stereotyped workplace cultures impacted women's and older worker's perceptions of job fit (Studies 2 and 3), also extending to job appeal for older workers (Study 3). Results are discussed in terms of career implications for both women and older workers, with a particular focus on older women, whose intersecting identities are leadership stereotype-incongruent.

Individual consequences of age stereotypes on older workers : A systematic review

BACKGROUND

The relevance of work participation of older persons is steadily increasing due to demographic changes; however, older workers are often confronted with negative age stereotypes such as being less flexible, adaptable and productive.

OBJECTIVE

Against this background this systematic review summarizes research evidence on individual consequences of age stereotypes on older workers. It further discusses potential processes behind those relationships and gives suggestions for future research and practice.

MATERIAL AND METHODS

A systematic literature search was conducted in PsycINFO, Web of Science and Medline to identify relevant studies examining individual effects of age stereotypes on older workers. In addition, all included studies were evaluated with a standardized quality assessment tool.

RESULTS

A total of 25 studies could be included in this review; however, none of those studies met all quality criteria. Most studies found significant associations between negative age stereotypes and decreased self-efficacy, job satisfaction, performance as well as learning, development or increased retirement intentions of older employees.

CONCLUSION

The results of this review indicate a number of negative consequences that negative age stereotypes have on older workers and also serious flaws in the study quality of existing research. It thereby stresses the importance of more high-quality research but also the reduction of those age stereotypes to promote well-being and work participation of older persons.

Sexual Orientation and Gender Differences in Aging Perceptions and Concerns Among Older Adults

Background and Objectives

Ageism (negative attitudes and behavior toward older adults) is a serious social issue and is of growing concern as the population of older adults continues to increase. Research demonstrates that negative aging perceptions and aging concerns are associated with poor health and well-being among older adults; yet, few studies have examined sexual orientation or gender differences in aging perceptions and concerns among older adults.

Research Design and Methods

The current online study examined aging perceptions and concerns among a national community sample of 821 (female = 464) participants (76 lesbian, 159 gay, 88 bisexual, 498 heterosexual participants) ranging from 45 to 80 years of age (M = 55.56).

Results and Discussion

Older women reported more aging anxiety and endorsement of aging stereotypes while older sexual minority individuals reported heightened general aging concerns compared to their heterosexual peers. Among sexual minority participants, discrimination based on age and sexual orientation predicted greater sexual minority-specific aging concerns, anxiety, and depression. Experiencing sexual orientation discrimination buffered age discrimination’s impact on sexual minority-specific aging concerns, suggesting that experiencing discrimination based on one stigmatized identity (sexual minority) may promote effective coping with discrimination based on another stigmatized identity (older adult). Conversely, age and sexual orientation discrimination had multiplicative effects on anxiety and depression.

Implications

Overall, findings point to the importance of examining sexual orientation and gender differences in aging perceptions and concerns to more fully understand the experiences, health, and well-being of the growing older population. Implications for future directions are discussed.

Experiences of ageism and the mental health of older adults

OBJECTIVES

This article examines relationships between experiences of ageism and four specific mental health outcomes among older Australian adults, including whether these relationships vary depending on age, gender, and sexual orientation.

METHODS

A survey was conducted nationwide involving 2137 participants aged 60 years and older. Mental health variables included depressive symptoms, anxious symptoms, general stress, and positive mental health or flourishing.

RESULTS

Recent experiences of ageism were found to be strongly related to poorer mental health on all four mental health variables. However, experiences of ageism appeared to have a greater effect on the mental health of those who were younger in age (specifically depression), of men more so than women (specifically depression), and of those who identified as heterosexual as opposed to other sexual orientations (specifically general stress).

CONCLUSION

These findings suggest that experiences of ageism may be an important factor in the health and well-being of older adults, especially for those who are younger, male, and heterosexual, and may need to be taken into account when devising strategies for supporting healthier and happier ageing.

Belgian temporary workers at end of working life: an intersectional lifecourse analysis

The sector of temporary employment agencies in Belgium has been growing for more than 20 years. If temporary work is seen primarily as a path into the workforce for young people, it also concerns seniors, in increasing proportions. The problematic of end-of-career temporary work was analysed from a dual perspective, considering the embedding of temporalities in advanced modernity and more broadly the ‘lifecourse’ paradigm. A typology was created based on qualitative analysis of 36 semi-structured interviews of temporary workers ⩾45 years old. Results demonstrate how the experiences of temporary workers nearing retirement depend on professional, familial and social paths, and also reveal the presence of different cultural models: What is the importance of work in construction of an identity? What standards and values are applied? How is social time prioritised according to these norms? These analyses incorporate an intersectional framework in which gender and social inequalities structure the lives of workers approaching the end of their careers.

Perceived age discrimination across age in Europe: From an ageing society to a society for all ages

Ageism is recognized as a significant obstacle to older people's well-being, but age discrimination against younger people has attracted less attention. We investigate levels of perceived age discrimination across early to late adulthood, using data from the European Social Survey (ESS), collected in 29 countries (N = 56,272). We test for approximate measurement invariance across countries. We use local structural equation modeling as well as moderated nonlinear factor analysis to test for measurement invariance across age as a continuous variable. Using models that account for the moderate degree of noninvariance, we find that younger people report experiencing the highest levels of age discrimination. We also find that national context substantially affects levels of ageism experienced among older respondents. The evidence highlights that more research is needed to address ageism in youth and across the life span, not just old adulthood. It also highlights the need to consider factors that differently contribute to forms of ageism experienced by people at different life stages and ages. (PsycINFO Database Record

Age Bias in Selection Decisions: The Role of Facial Appearance and Fitness Impressions

This research examined the impact of facial age appearance on hiring, and impressions of fitness as the underlying mechanism. In two experimental hiring simulations, one with lay persons and one with Human Resource professionals, participants evaluated a chronologically older or younger candidate (as indicated by date of birth and age label) with either younger or older facial age appearance (as indicated by a photograph). In both studies, older-looking candidates received lower hireability ratings, due to less favorable fitness impressions. In addition, Study 1 showed that this age bias was reduced when the candidates provided counter-stereotypic information about their fitness. Study 2 showed that facial age-based discrimination is less prevalent in jobs with less costumer contact (e.g., back office).

The impact of experiences of ageism on sexual activity and interest in later life

Experiences of ageism are associated with poorer health outcomes. Sexual activity and interest are areas in life where the impact of ageism may also be evident as popular culture often depicts the older body as asexual, undesirable or sexually impotent. We explore the possible links between experiences of ageism and sexual activity/interest in later life using data from a study of Australians aged 60+. We explored characteristics of those who were more likely to have experienced ageism (measured using the Ageism Survey) and the relationships between experiences of ageism and measures of sexual interest/activity in later life (N = 1,817). Experiences of ageism were greater among those without a partner, unemployed participants, those with lower incomes and poorer self-rated health. Adjusting for these differences, experiences of ageism were more likely to be reported by those who had not had sex in the past two years and were not sure about their hopes/plans for sex in the future. Those who reported their sexual interest had increased or decreased since 60 also reported greater levels of ageism experience, as did those who wanted to have sex more frequently in the future. Ageism appears to impact sexual activity and interest in different ways. It is critical that social policy aims to reverse attitudes that reinforce the view of the ageist asexual and unattractive older body or person.

Is There a Downside of Job Accommodations? An Employee Perspective on Individual Change Processes

By modifying the work environments, work routines, and work tasks of employees with health restrictions, organizations can effectively help them continue to perform their jobs successfully. As such, job accommodations are an effective tool to secure the continued employment of aging workers who develop disabilities across their life span. However, while accommodations tackle health-related performance problems, they might create new challenges on the part of the affected employee. Building on the organizational change and accommodations literatures, we propose a theoretical framework of negative experiences during accommodation processes and apply it to qualitative data from group interviews with 73 manufacturing workers at a German industrial company who were part of the company's job accommodation program. Although problems associated with health-related impairments were mostly solved by accommodation, affected employees with disabilities reported about interpersonal problems and conflicts similar to those that typically occur during organizational change. Lack of social support as well as poor communication and information were raised as criticisms. Furthermore, our findings indicate that discrimination, bullying, and maltreatment appear to be common during accommodation processes. To make accommodation processes more successful, we derive recommendations from the organizational change literature and apply it to the accommodation context. We also emphasize unique characteristics of the accommodation setting and translate these into practical implications.

Implicit Age Cues in Resumes: Subtle Effects on Hiring Discrimination

Anonymous resume screening, as assumed, does not dissuade age discriminatory effects. Building on job market signaling theory, this study investigated whether older applicants may benefit from concealing explicitly mentioned age signals on their resumes (date of birth) or whether more implicit/subtle age cues on resumes (older-sounding names/old-fashioned extracurricular activities) may lower older applicants’ hirability ratings. An experimental study among 610 HR professionals using a mixed factorial design showed hiring discrimination of older applicants based on implicit age cues in resumes. This effect was more pronounced for older raters. Concealing one’s date of birth led to overall lower ratings. Study findings add to the limited knowledge on the effects of implicit age cues on hiring discrimination in resume screening and the usefulness of anonymous resume screening in the context of age. Implications for research and practice are discussed.

Intergenerational contact and hiring decisions about older workers

Purpose

Although many older workers wish to work longer, they may not be hired due to negative attitudes against them. The purpose of this paper is to investigate the role of intergenerational contact in shaping hiring decisions. Drawing from the intergroup contact theory, the authors investigated affective and cognitive categorization reactions as predictors of decision-makers’ willingness to hire older people and whether these relationships are moderated by intergenerational contact frequency and quality.

Design/methodology/approach

The authors tested the hypotheses using data from 232 employees with hiring power.

Findings

Results indicate that intergroup anxiety was negatively related to decision-makers’ willingness to hire older people. Further, intergenerational contact frequency exacerbated the relationship between intergroup anxiety and willingness to hire older people; whereas intergenerational contact quality buffered the negative relationship. In addition, the authors found that intergenerational contact quality facilitated the positive relationship between perceived outgroup competence and willingness to hire older people.

Originality/value

These findings extend previous research on older worker employment. In particular, they demonstrate how intergenerational contact frequency and quality can be powerful means that influence age-related hiring decisions.

Negative Attitudes toward Older Workers and Hiring Decisions: Testing the Moderating Role of Decision Makers' Core Self-Evaluations

Organizational hiring practices have been charged for unfair treatment on the grounds of age. Drawing on theories of planned behavior and core self-evaluations, this research investigated the impact of negative attitudes toward older workers on hiring decisions and examined the moderating role of decision-makers' core self-evaluations. We tested our hypotheses based on a structured online questionnaire and a vignette study using a sample of 102 participants working in human resource management across different industries. As predicted, negative attitudes toward older workers were positively related to avoidance of hiring older people, which in turn was negatively related to the likelihood to select the oldest candidate. Because hiring decisions are not only about the hiring subject but also about the decision-maker, we tested the moderating role of decision-makers' core self-evaluations. Results showed that core self-evaluations buffered the relationship between negative attitudes toward older workers and avoidance of hiring older people. Theoretical implications of the findings with regard to hiring decisions about older people and practical recommendations to improve diversity management strategies and age-balanced hiring practices in organizations are discussed.

Resource Scarcity and Prescriptive Attitudes Generate Subtle, Intergenerational Older-Worker Exclusion

Prior work describes specific, prescriptive resource tensions between generations, comprising active Succession, passive Consumption, and symbolic Identity (SCI; North & Fiske, 2013a, 2013b). The current paper focuses on how these domains potentially drive intergenerational exclusion in work-related networking and training spheres. Studies 1a-1c-each focusing on a different SCI domain-manipulated perceived resource availability between generations, then introduced a professional networking opportunity. Across studies, scarcity reduced the likelihood of young participants' networking engagement with older workers who violated SCI resource expectations. Study 2 impelled participants to allocate scarce training resources among three similarly qualified but different-aged employees (younger, middle-aged, and older). Older workers received the lowest such investment, particularly among younger participants-an effect driven by Succession beliefs, per mediation analyses. Overall, the findings emphasize resource tensions in driving older workers' subtle exclusion by younger generations; minimizing such tensions will be critical for aging, increasingly intergenerational workplaces.