According to barometer published Wednesday. A third of those interviewed also say they are worried about thier professional future. This observation is made by the Rights Defender,who conducted an examination in collaboration with the International Labor Association (ILO) on age discrimination. And these would be numerous: “refusal to hire, encouragement to retire early, difficulty maintaining employment, etc.”, indicates the study.
The survey shows that 23% of them say they have been the victim of discrimination at work. They cite in particular discrimination related to age or health status. Among older adults, “those who are perceived as non-white report having suffered more discrimination at work (43% versus 22%), as do those who report poor health (32% versus 17%) or a precarious economic situation ( 30% versus 15%).
“Humiliating work relations”
Moreover,one in two older adults has experienced “humiliating work relationships in the last 5 years”. Another figure, “a quarter of unemployed seniors say they have already been made to understand that they are too old for the job during a job interview.” The discrimination suffered by the elderly is partly explained by “age-related prejudices”, the barometer indicates.
Almost one in two workers beleive that older people are overwhelmed by new technologies, 4 in 10 workers believe their health is fragile, while a third mention their high costs for businesses.discrimination has repercussions on mental health, the study recalls. For the entire working population, 71% of victims indicate that their mental health has worsened (sadness, tiredness, depression).
To improve the lot of the elderly,the Rights Defender makes several recommendations such as awareness campaigns on discrimination,mechanisms for reporting it or even better anticipation of the end of one’s career. The survey was carried out by the CSA institute from 8 to 28 April via Internet, on a sample of 2,284 people aged between 18 and 65.
How can organizations create a more inclusive habitat for older employees?
Interview on Age Discrimination in the Workplace
Editor: Welcome to Time.news! Today, we have with us Dr. Emily Carter, a labor market expert and researcher specializing in age discrimination. Dr. Carter, thank you for joining us.
dr. Carter: Thank you for having me! I’m excited to discuss this important issue.
Editor: Recent findings from a barometer conducted by the Rights defender, in collaboration with the International Labor Association (ILO), highlight significant concerns regarding age discrimination in the workplace. What were your main takeaways from the study?
Dr. Carter: the findings are indeed alarming. The survey indicates that a third of seniors are worried about their professional future, wich is compounded by the fact that 23% reported experiencing workplace discrimination based on age or health status. It’s troubling to see that age-related prejudices contribute to these perceptions, creating barriers for older workers.
Editor: You mentioned that many older adults have also experienced “humiliating work relationships.” Could you elaborate on this and its implications?
Dr. Carter: yes, the term “humiliating work relationships” refers to interactions that undermine a person’s dignity, which can be particularly harmful to mental health. The survey revealed that one in two older workers experienced this in the last five years.Such experiences contribute to a negative workplace culture and can lead to increased feelings of depression and fatigue among older employees. This not only jeopardizes their mental well-being but also affects overall productivity.
Editor: The study notes that older individuals perceived as non-white report experiencing greater discrimination, with 43% indicating they’ve faced bias. What does this reveal about intersectionality in age discrimination?
Dr. carter: This is a critical point.It highlights how age discrimination intersects with other forms of bias, such as racial discrimination. It’s essential to recognize that older workers of color face compounded difficulties, which can exacerbate their challenges in the workplace. this intersectionality illustrates the need for more nuanced approaches to address discrimination holistically.
Editor: The report indicates that nearly half of the workers believe older employees struggle with new technologies. How can organizations effectively combat these stereotypes?
Dr. Carter: Organizations need to invest in training and development programs specifically designed for older workers. These initiatives not only help to debunk the stereotype that older individuals can’t adapt to new technologies but also empower them to contribute positively to the workforce. Additionally, awareness campaigns about age discrimination can shift perceptions and encourage a more inclusive work environment.
Editor: What practical steps can companies take to address age discrimination based on the recommendations from the Rights Defender?
Dr. Carter: First, companies should implement clear reporting mechanisms for discrimination complaints. Awareness campaigns are crucial to educate employees about ageism and its harmful effects. Furthermore, employers should actively recruit older workers and create career bridge programs to help them transition smoothly into retirement. By fostering an inclusive culture, businesses will not only comply with ethical mandates but may also benefit from the extensive experience older workers bring.
Editor: It truly seems that mental health is significantly affected by discrimination, with 71% of victims reporting worsened mental health. What can be done to support affected individuals?
Dr. Carter: Mental health support is essential. Organizations should consider providing counseling services or workshops on stress management and resilience training. Creating a safe, open environment where employees feel comfortable discussing their struggles with mental health can dramatically improve workplace morale.
Editor: As we wrap up,what message would you like to leave our readers regarding the future of age discrimination awareness and action?
dr. Carter: My message is simple: change starts with awareness and education. It is vital for both individuals and organizations to recognize the value that older employees bring to the workplace. By fostering inclusivity and challenging discriminatory practices, we can create healthier, more productive environments for all ages.
Editor: Thank you, Dr. Carter,for your valuable insights today. It’s crucial that we continue this conversation to ensure fair treatment for all workers, nonetheless of age.
Dr. Carter: Thank you for having me! Let’s keep advocating for change.
