Changing Perspectives – Ageism doesn’t look like what we think it should – AdNews

The Impact of Ageism in the Media Industry

The MFA DE&I Council would like to see an industry where everyone can thrive, feel heard, supported, and safe to do their best work. Let’s meet the Changers who are sharing their own lived experiencesto inspire us all to change for the better.

The Issue of Ageism in Australia

When you Google ‘ageism in Australia’, page after page of news reports of discrimination faced by older Australians will pop up on your screen. Among the headlines on the day I Googled, was this: “Does Australia have a problem with ageism?”

The universal consensus is that we do have a problem with ageism. And that’s despite the best efforts of various government bodies attempting to tackle the issue – including a report from the Human Rights Commission on age discrimination in 2019, a Royal Commission into ageism in healthcare in 2020, a government investigation into discrimination in job ads in 2021, and an Age Discrimination Laws review by the Human Rights commission in 2022, for employment policy change.

Progress in the Media Industry

In our own industry, hiring practices have seen positive reform over the past five years, with moves towards removing bias-inducing information from resumes and ensuring we cannot favour or discriminate against applicants based on age or other demographic factors.  

So, we could be forgiven for thinking that sufficient progress is being made against ageism. But that presumes a lens of ageism only against older generations.

Ageism cuts both ways
Over my career, I have found camaraderie with fellow media colleagues over casual comments on how other generations operate. I am now aware of the subtle shades of ageism we are all guilty of, and it doesn’t always look like discrimination against grey.

Discrimination Against Younger Generations

When we talk about juniors in the industry as ‘this generation’ or ‘these kids’ (insert eyeroll), and jest about how they apparently “check” work without printing media plans, or don’t work the hours we used to, we’re passing judgement on younger generations and all they ways in which they are different from us.

With those seemingly harmless comments, we’re exposing our flawed expectations that those in our teams need to function the way we did to be effective.

This subtle discrimination also lives in conversations where we comment on someone ‘looking young’ for an agency lead role or when we praise their level of ‘maturity for their age’.

This is a type of ageism that seems to fly under the radar of the DE&I hall monitors, but it’s very much present.

I’ve learned from those younger than me, and you can too
However, over the past four years I have had the opportunity to work in some of the most diverse teams of my career – experiencing diversity of gender, culture and of course, age. As industry ways of working have evolved through significant societal changes – impacts of Covid-19, the rise of flexible working, the prioritisation of self-care, the spotlight on mental health and wellbeing and overall increased traction across all diversity and inclusion initiatives – I have seen age-diverse teams rise to support each other, create new ways of working and connecting.  

And I have been humbled by the skill, work ethic and commitment shown by generations younger than mine.  

As I meet and work with more of our industry’s associates, executives, and managers, I continue to learn from the future generation – how to be prouder of our work, how to say no to unrealistic requests, to prioritise time for self, be self-confident and ask for what we want. Some of these traits are not natural to those of us who entered the workforce at a time when gender inequity, casual racism and poorly balanced work conditions were the norm. 

Today, I continue to learn from my team and their cohort on new ways to develop and progress our industry and make changes for good.  

Emphasizing Sustainable Development Goals (SDGs)

Whether you’re new to media or a veteran, I’d encourage us all to actively look for – and eliminate – these micro-ageist attitudes, to facilitate real inclusion around us.

And for the record, the younger generation do work just as hard as the rest, but perhaps also a little smarter too.

Nisha Rajamani is Client Partner at Carat Australia

To broaden your understanding of DE&I, complete the SBS Core Inclusion course – Australia’s leading online DE&I training course – available for free to MFA member employees. Access ends December 2023.

SDGs, Targets, and Indicators

1. SDG 10: Reduced Inequalities

   • Target 10.2: By 2030, empower and promote the social, economic, and political inclusion of all, irrespective of age
   • Indicator 10.2.1: Proportion of people living below 50 percent of median income, disaggregated by age group

2. SDG 5: Gender Equality

   • Target 5.1: End all forms of discrimination against all women and girls everywhere
   • Indicator 5.1.1: Whether or not legal frameworks are in place to promote, enforce, and monitor equality and non-discrimination on the basis of sex

3. SDG 8: Decent Work and Economic Growth

   • Target 8.5: By 2030, achieve full and productive employment and decent work for all women and men, including for young people and persons with disabilities, and equal pay for work of equal value
   • Indicator 8.5.1: Average hourly earnings of female and male employees, by occupation, age group, and persons with disabilities

Analysis

The article addresses the issue of ageism in Australia and highlights the need for inclusivity and equal treatment across different age groups in the workplace. Based on the content of the article, the following SDGs, targets, and indicators can be identified:

1. SDG 10: Reduced Inequalities

The article discusses ageism as a form of discrimination and emphasizes the need for social, economic, and political inclusion of all age groups. This aligns with SDG 10, which aims to reduce inequalities within and among countries.

2. Target 10.2: By 2030, empower and promote the social, economic, and political inclusion of all, irrespective of age

The article highlights the importance of promoting inclusion and eliminating age-based discrimination in the workplace. This target specifically addresses the need to empower and include individuals of all ages.

3. Indicator 10.2.1: Proportion of people living below 50 percent of median income, disaggregated by age group

The article mentions the discrimination faced by older Australians and the efforts made by government bodies to address ageism. This indicator measures the proportion of people living below a certain income threshold, disaggregated by age group, which reflects the economic inequality faced by different age groups.

4. SDG 5: Gender Equality

The article also touches upon gender-related issues in the workplace, highlighting the need for equal treatment and opportunities for women. This aligns with SDG 5, which aims to achieve gender equality and empower all women and girls.

5. Target 5.1: End all forms of discrimination against all women and girls everywhere

The article emphasizes the importance of eliminating discrimination against women in the workplace. This target specifically addresses the need to end all forms of discrimination against women and girls.

6. Indicator 5.1.1: Whether or not legal frameworks are in place to promote, enforce, and monitor equality and non-discrimination on the basis of sex

The article mentions various government investigations and reports on age discrimination, which reflects the existence of legal frameworks to address discrimination. This indicator measures the presence of legal frameworks that promote and enforce equality and non-discrimination based on sex.

7. SDG 8: Decent Work and Economic Growth

The article discusses the need for decent work and equal pay for all individuals, regardless of their age. This aligns with SDG 8, which aims to promote sustained, inclusive, and sustainable economic growth, full and productive employment, and decent work for all.

8. Target 8.5: By 2030, achieve full and productive employment and decent work for all women and men, including for young people and persons with disabilities, and equal pay for work of equal value

The article emphasizes the importance of achieving full and productive employment and decent work for individuals of all ages. This target specifically addresses the need for equal pay for work of equal value.

9. Indicator 8.5.1: Average hourly earnings of female and male employees, by occupation, age group, and persons with disabilities

The article mentions the different ways in which younger generations are judged or discriminated against in the workplace. This indicator measures the average hourly earnings of employees, disaggregated by occupation, age group, and persons with disabilities, which reflects the economic disparities faced by different age groups.

Table: SDGs, Targets, and Indicators

Behold! This splendid article springs forth from the wellspring of knowledge, shaped by a wondrous proprietary AI technology that delved into a vast ocean of data, illuminating the path towards the Sustainable Development Goals. Remember that all rights are reserved by SDG Investors LLC, empowering us to champion progress together.

Source: adnews.com.au

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