‘I feel like an old shoe’: Workers feel degraded and cast aside because of ageism
'I feel like an old shoe': Workers feel degraded and cast aside because of ageism The Globe and Mail
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Addressing Ageism in the Workplace to Achieve Sustainable Development Goals
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Radhika Panjwani is a former journalist from Toronto and a blogger.
Organizations currently have five generations of workers in the workplace, but evidence from research shows older workers are denied promotions, access to training and new job opportunities owing to widespread ageism.
And when employers address this issue, it can have major benefits inside and outside the workplace, experts say.
When Ellie Berger, an associate professor at Nipissing University and author of, Ageism at Work talked to older workers [55 and above] across Canada, she witnessed a less-than-flattering glimpse of deep-seated ideologies and stereotypes in the workplace.
“I discovered ageism is very much at play in the work force,” Prof. Berger said. “Employers told me individuals over 45 and particularly those over the age of 55 must be ‘exceptional’ in order to be hired. The most powerful finding for me however had to do with participants [of a survey] explaining that once they were labelled ‘old,’ they felt degraded and cast aside. One person told me, ‘I feel like an old shoe that’s of no use any more.’”
The prevailing notion in the organizations was older workers are not adept at technology, are inflexible and lack productivity. Some employers admitted to being leery of the financial costs of being stuck with older workers because of the elimination of mandatory retirement in Canada, Prof. Berger said.
The hiring biases
When it came to seeking new opportunities, companies rejected resumes from older applicants, often in the guise that they were overqualified for the role or that they would not fit in a fast-paced organizational culture. Worse, during the interview, employers admitted to scrutinizing older candidates’ health and appearance. One employer told Prof. Berger they automatically disqualified anyone who looked “creaky and shaky.”
“Ageism [in society] is deeply ingrained through stereotypes taught and observed at young ages through peers, children’s books and the media,” Prof. Berger said. “These stereotypes about old people being senile, infirm and non-productive members of society are then reflected in everyday actions which include the workplace.”
A post from job site Indeed says ageism can appear in two forms in the workplace. One, when colleagues at a workplace harbour less than favourable attitudes toward older colleagues. Second, some work cultures through behaviours and action may disproportionately favour younger individuals. For instance, companies will pepper their job ads with words such as “flexible, energetic, dynamic and agile” as a subtle way of saying they want younger candidates.
Grey discrimination
A Statistics Canada report notes more than one in five (21.8 per cent) persons of working age are between 55 to 64 years old and close to retirement. This represents an “all-time high in the history of Canadian censuses,” and one of the reasons for labour shortages in health care, trucking, agriculture, manufacturing and other sectors.
From 2016 to 2021, the number of persons aged 65 and older rose 18.3 per cent to 7 million, signalling the second-largest increase in 75 years. The largest spike occurred from 2011 to 2016 when the increase was more than 20 per
SDGs, Targets, and Indicators
| SDGs | Targets | Indicators |
|---|---|---|
| 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. | No specific indicators mentioned in the article. |
| SDG 10: Reduced Inequalities | Target 10.2: By 2030, empower and promote the social, economic, and political inclusion of all, irrespective of age, sex, disability, race, ethnicity, origin, religion or economic or other status. | No specific indicators mentioned in the article. |
| SDG 3: Good Health and Well-being | Target 3.4: By 2030, reduce by one-third premature mortality from non-communicable diseases through prevention and treatment and promote mental health and well-being. | No specific indicators mentioned in the article. |
1. Which SDGs are addressed or connected to the issues highlighted in the article?
SDG 8: Decent Work and Economic Growth
The article discusses how older workers are denied promotions, access to training, and new job opportunities due to ageism. This issue is connected to SDG 8, which aims to achieve full and productive employment and decent work for all.
SDG 10: Reduced Inequalities
The article highlights ageism in the workplace, where older workers face discrimination and biases. This issue is connected to SDG 10, which aims to reduce inequalities and promote the social, economic, and political inclusion of all individuals, irrespective of age.
SDG 3: Good Health and Well-being
The article mentions that ageist attitudes by employers and colleagues can lead to psychological disengagement from the workplace, negatively affecting self-esteem. This issue is connected to SDG 3, which aims to promote good health and well-being, including mental health.
2. What specific targets under those SDGs can be identified based on the article’s content?
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 highlights how older workers are denied promotions and new job opportunities, indicating a lack of full and productive employment for this age group.
Target 10.2: By 2030, empower and promote the social, economic, and political inclusion of all, irrespective of age, sex, disability, race, ethnicity, origin, religion or economic or other status.
The article discusses ageism in the workplace, which goes against the goal of promoting social and economic inclusion irrespective of age.
Target 3.4: By 2030, reduce by one-third premature mortality from non-communicable diseases through prevention and treatment and promote mental health and well-being.
Although not explicitly mentioned in the article, the negative impact of ageism on older workers’ mental health and well-being aligns with the target of promoting mental health and well-being.
3. Are there any indicators mentioned or implied in the article that can be used to measure progress towards the identified targets?
No specific indicators are mentioned or implied in the article that can be used to measure progress towards the identified targets.
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: theglobeandmail.com
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