dealing with age discrimination and age stereotypes at the workplace
DESCRIPTION
Presentation by Prof. Bernhard Schmidt-Hertha (Eberhard Karls Universität Tübingen) on the occasion of the EESC LMO conference on Tapping the full potential of diversity in the workplace: culture, age, gender and disability aspects (Berlin, 21 February 2014)TRANSCRIPT
21.02.2014 Bernhard Schmidt-Hertha
Institut für Erziehungswissenschaft
Dealing with Age Discrimination and Age Stereotypes at the Workplace
Demographic change and its impact on labor markets
2 | Bernhard Schmidt-Hertha © 2014 Universität Tübingen
Percentage of people 60+ in relation to the 20-59 year olds
Images of ageing…and how they influence our perceptions
Images of ageing• Include social, normative and developmental aspects
• Affect communication with and about older adults
• Affect well-being and health
• Self-fulfilling prophecies
4 | Bernhard Schmidt-Hertha © 2014 Universität Tübingen
Positive:•Wisdom
•Experience
•Calmness
•Social competence
•Later life as a field of new possibilities and chances
Negative:•Forgetfulness
•Peculiarities
•Illness
•Helplessness
•Later Life is defined by depending on others
• Plasticity of cognitive development
• Simultaneity of developmental gains and losses
• Baltes: S-O-C-Model
Selection
Optimisation
Compensation
Promoting a realistic image of ageing
HR-managers images of ageing
6 | Bernhard Schmidt-Hertha © 2014 Universität Tübingen
Attributes(performance parameters)
Weight Attribute (performance parameter) is more likely for ...
average younger workers older workers
Experiental knowledge 126 33 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
Source: Hübner, Kühl & Putzing 2003, S. 130
Learning motivation of older workers:An interview study (Schmidt 2009)
7 | Bernhard Schmidt-Hertha © 2014 Universität Tübingen
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
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