Bell_DiversityInOrg_4e_PPT_CH13.pptx

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Myrtle P. Bell & Joy Leopold, Diversity in Organizations, 4th Edition. © 2022 Cengage. All Rights Reserved. May not be scanned, copied or
duplicated, or posted to a publicly accessible website, in whole or in part. 1
Chapter 13
Age
duplicated, or posted to a publicly accessible website, in whole or in part.

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Chapter Objectives (1 of 2)
• Define ageism and age stereotyping and discuss their meaning for older and younger
workers.
• Explain why younger workers, as well as older workers, should be included in
conceptualizations of age as an aspect of diversity.
• Discuss misperceptions about the performance and abilities of older and younger workers.
• Explain age-related legislation and discuss selected cases of employment discrimination
against older workers and younger workers.
• Discuss the effects of discrimination and harassment on young workers and the goals of
the EEOC’s Youth@Work initiative.
• Discuss ways in which organizations can facilitate successful work relationships among
people of different age cohorts.

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Historical Background

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Historical Background
• Through the 1950s—Employees remained with one employer and enjoyed
employment stability.
• During the 1960s, employers resisted hiring older workers and enforced
mandatory retirement.
• Vocal and purposeful struggles led to the Age Discrimination and Employment
Act in 1967.

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Relevant Legislation for Older
Workers

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Age-Related Legislation and Cases of
Employment Discrimination
• Age Discrimination in Employment Act (ADEA)
• Older Workers Benefit Protection Act (OWBPA)
• Bona fide occupational qualifications (BFOQ)
• Examples of discrimination
• Qualtex—Targeted older workers through reduction in force (RIF) in violation
of the ADEA
• Nassau County Police Department — Attempted to force out senior police
officers

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Legal Protections for Younger
Workers

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Legal Protection for Youth

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Population, Participation
Rates, and Employment

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Population and Participation

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Intergenerational Workforce
• Categories—Traditionalists, Baby-boomers, Generation X, and Millennials
• Work values
• Millennials have:
• Higher self-esteem, narcissism, anxiety, and depression
• Lower need for social approval and more external locus of control
• Women have more agentic traits

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Education

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Education
• Younger workers are obtaining more education than previous generations
obtained.
• 60% of advanced degree holders aged 25 to 29 are women.
• More than 29% of women aged 22 years have enrolled in college compared to
25% of men that age.
• The current average educational advantages of (older) men over women will
continue to decrease in the future.

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Research on Employment
Experiences of Older Workers

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Research Evidence
• Perception—Older workers are incompetent, unable and unwilling
to learn, accident and injury prone, and have lower performance.
• Findings—Incidence of accidents and injuries at work: A higher risk
exists for younger and newly hired employees due to lack of
experience.

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Bridge Employment and Layoffs

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Older Women at Work
• Perceptions:
• Women become old at younger ages than men do.
• Older men are more intellectual, and older women are more nurturing.
• Preference for younger workers and male workers severely disadvantages
older women:
• Increases the likelihood of living in poverty

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Research on Employment
Experiences of Younger
Workers

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Perceptions and Evidence
• Perception of younger workers
• Advantaged compared to older workers
• Irresponsible, disloyal, and immature
• Unqualified for the job positions they hold
• Evidence
• Age plays a key role in the hiring and lower compensation of younger
workers.
• Younger managers receive lower ratings from older subordinates.

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Sexual Harassment of Teen Workers

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EEOC’s Youth @ Work Initiative
• Designed to educate young workers on their rights to fair and inclusive work
environments
• Goal—To protect and promote equal employment opportunity and create a
positive initial employment experience
• Offers free outreach events
• Provides case scenarios involving discrimination, and suggests response
strategies

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Recommendations for
Individuals

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Recommendations for Older Workers

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Recommendations for Younger Workers
(1 of 2)
• Demonstrate responsibility by:
• Earning good grades
• Completing school within a reasonable period
• Referencing reliability at previous occupations
• Consistently participating in extracurricular activities
• Make conscious efforts to behave responsibly and maturely at work

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Recommendations for Younger Workers
(2 of 2)

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Recommendations for
Organizations

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Organizational Recommendations

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Key Terms
• Age stereotypes
• Ageism
• Bridge employment
• Prime age

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Questions to Consider (1 of 2)
1. What possible effects could a large proportion of people aged 45 to 64 and a
smaller proportion of people under 45 in the current workforce have on
organizations’ ability to attract and retain a competent and motivated
workforce? How might discrimination against both younger and older workers
affect employers, given the shifting age distribution?
2. In addition to the suggestions provided in this chapter, what other things might
organizations do to counter employees’ age-based stereotypes?

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Questions to Consider (2 of 2)
3. How might the lack of broad federal legislation prohibiting age discrimination
against younger workers contribute to their experiences of discrimination and
harassment at work?
4. Marny Midkiff’s programming chief at the Weather Channel reportedly stood
by a diversity poster as he made disparaging age- and gender-related
comments about the appearance of women anchors. What signal does this
send about the genuineness of the Weather Channel’s commitment to
diversity?

Bell_DiversityInOrg_4e_PPT_CH13.pptx

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Bell_DiversityInOrg_4e_PPT_CH13.pptx