More Related Content Similar to Dealing with age discrimination and age stereotypes at the workplace (20) More from European Economic and Social Committee - SOC Section (20) Dealing with age discrimination and age stereotypes at the workplace2. Demographic change and its impact on labor markets
Percentage of people 60+ in relation to the 20-59 year olds
2 | Bernhard Schmidt-Hertha
© 2014 Universität Tübingen
4. Images of ageing
• Include social, normative and developmental aspects
• Affect communication with and about older adults
• Affect well-being and health
• Self-fulfilling prophecies
Positive:
Negative:
•Wisdom
•Forgetfulness
•Experience
•Peculiarities
•Calmness
•Illness
•Social competence
•Helplessness
•Later life as a field of new
possibilities and chances
•Later Life is defined by
depending on others
4 | Bernhard Schmidt-Hertha
© 2014 Universität Tübingen
5. Promoting a realistic image of ageing
• Plasticity of cognitive development
• Simultaneity of developmental gains and losses
• Baltes: S-O-C-Model
−
Selection
−
Optimisation
−
Compensation
6. HR-managers images of ageing
Attributes
(performance parameters)
Weight
Attribute (performance parameter) is
more likely for ...
average
126
younger workers
33
older workers
94
Physical power
108
67
41
Mental power
108
56
52
Creativity
108
59
48
Working moral, discipline
143
54
88
Flexibility
130
69
61
Ability to learn
121
76
45
Sense of quality
138
55
83
Theoretical knowledge
110
57
53
Team spirit
118
58
60
Loyality
120
56
64
Readiness to learn
121
69
52
Experiental knowledge
Source: Hübner, Kühl & Putzing 2003, S.
130
6 | Bernhard Schmidt-Hertha
© 2014 Universität Tübingen
7. Learning motivation of older workers:
An interview study (Schmidt 2009)
1. Habitual learning-oriented type:
Adult education as a natural part of daily life
2. Utilitarian target-oriented type:
Adult education as a purposeful action
3. Barrier-centered type:
Adult education as something, that someone is supposed to do
7 | Bernhard Schmidt-Hertha
© 2014 Universität Tübingen
8. Conclusions
• Age stereotypes at the workplace endangers the potentials of
older workers
• A realistic image of ageing is needed
• HR-Managers not only have to be aware of their own stereotypes
but also have to take the strenghts of older workers into account
• Older workers with their experience and discipline are an important
resource for companies
• Like the young ones, older workers are willing to learn if it is
related to a concrete vocational perspective
• Dealing with age stereotypes means disclosing them, being aware
of the competencies and potentials older workers have, and
making use of them.
8 | Bernhard Schmidt-Hertha
© 2014 Universität Tübingen