Currently, a lot of attention is paid to the instability of the labor market in the context of young people, most often representatives of generation Z. It is the young, and sometimes even slightly older Millennials, who are the protagonists of the headlines, reports and articles that attract attention. It is much less common to talk about the professional problems of older generations, who, from the perspective of a productivity-based economy, face serious challenges such as looking for work, changing jobs or trying to retrain. Fortunately, there are studies and reports that provide data to build a more complete picture of the phenomenon of ageism and to approach it in a professional and complex way.
Ageizm (from English temen — age (pronounced ejjism) is a real social phenomenon that, if not properly addressed, can affect each of us later in life. It is worth noting that this problem does not always refer to specific age ranges defined as generations - in the labor market a lot depends on the specifics of the industry. For example, in the film industry, “too old” can mean as early as 40, especially for women who face idealized standards of beauty, leading to fewer roles available. Similarly, in professions where aesthetics play a big role - in advertising or fashion - older people rarely appear as the main protagonists of the campaign.
Of course, these trends are slowly changing — compared to previous years, we are seeing a greater presence of older people in the media. Nevertheless, on a broader scale, the problem of ageism remains relevant and requires concrete solutions.
Study of the Polish Institute of Economics
The labour market in Poland in terms of experiencing age discrimination was analyzed by the Polish Economic Institute, which in a report Ageism in Poland — a summary of an experimental field study(2021) made some key findings. The study was experimental in nature and served to identify the problem of ageism in the Polish labor market. It focused on two main aspects: the preferences of employers towards candidates (at the pre-selection stage) and the analysis of the language of job advertisements in order to understand which age groups they are most often directed to.
The field experiment involved sending fictitious entries that simulated the apps of people aged 28 and 52. The results revealed significant differences in the percentage of positive responses to applications. Both at the first stage of recruitment (minimum requirements) and at the second stage (industry experience requirement), younger candidates were much more likely to be invited to the further stages of recruitment.
Distinction concerning the positions concerned:
-> Positions that do not require specialized experience: Candidates at the age of 28 were invited to the next stages of recruitment twice as often as those aged 52, regardless of gender.
-> Positions requiring industry experience: The difference in the percentage of positive responses for women increased, while for men it decreased. Even so, the younger man was still almost twice as likely to be invited to an interview than the older candidate.
Based on these results, the report pointed out the existence of two overlapping social categories that cause discrimination: ageism and gender inequality. Women in this context are at risk of double exclusion, which requires broader and more comprehensive solutions. This phenomenon of crossing categories of discrimination is referred to as intersectionality.
The study also provided information on regional differences in the recruitment process. In Warsaw, women were less discriminated against than in other parts of Poland, but younger people were more likely to be selected for the next stages of recruitment. In other regions of the country, men were more likely to participate in the recruitment process than women.
Analysis of the language of job offers It did not produce clear results. Although some ads featured phrases such as “young”, “dynamic” or “energetic” band, they were relatively rare. However, it is worth taking into account the specifics of the studied industries, which may have influenced the results of the analysis.
Why should we deal with the phenomenon of ageism?
The demographic situation in Poland and in many Western European countries is not optimistic — societies are aging, which means that the number of older people will soon exceed the number of people in the so-called working age. The effects of the demographic crisis will be felt both economically and socially.
One of the most important social consequences of the lack of inclusion of older people or age discrimination is a sense of isolation and alienation. This phenomenon has a huge impact on the mental and physical condition, which the WHO highlights in the report Global Report on Ageism (2021). The organization points out that countering the exclusion resulting from ageism actually improves the health of individuals. As the WHO points out, isolation and loneliness are serious health problems, and the experience of ageism is associated with shorter life expectancy, poorer physical and mental health, slower recovery from disability and decreased cognitive function.
Other negative effects of age exclusion include lack of work activity, which consequently leads to poverty and lack of financial stability, and an increased risk of violence against this social group. The problems associated with ageism are many, and an aging society requires special attention on this issue.
Ageism is not only a health and mental health crisis, but also a human rights crisis. Looking at this problem from an economic perspective, it should be noted that the effects of ageism generate enormous costs for society. That is why preventing this phenomenon is so important.
Activation
Ignoring people on the basis of age is considered one of the more socially acceptable prejudices. To change this state of affairs, research, educational campaigns, a change in the overall narrative and the implementation of appropriate policies are essential.
In the labor market, ageism manifests itself in limited opportunities for older workers, disparities in hiring and promotions, as well as discriminatory practices such as forced early retirement (Addressing ageism: a key priority for a society of longevity, European Commission, 2024).
Economic productivity is an essential element in the functioning of both the economy and society. The lack of involvement of older people in social and professional life is an expression of a lack of solidarity between generations, a weakening of social ties and limited interpersonal contacts.
One of the interesting examples of activation activities is the initiative carried out in the United States, which consists in the integration of older people in the academic environment. The project Age-Friendly University, created by the American Psychological Association in 2022, aimed to involve elders in the life of the university in various forms: as students, social and research partners, and campus residents. This initiative promoted the inclusiveness of the academic community, increased visibility of older generations and intergenerational integration within the university community.
Participation of older generations and the DEI initiative
Recently, much attention has been paid to solutions aimed at creating diverse work teams. This idea assumes that workplaces composed of people of different potentials, neurodiversity, regardless of gender identity, sexual orientation or origin, can promote better working conditions and the development of the company. Unfortunately, in this context, the topic of the need to solve the growing problems in intergenerational communication, which arise, among others, from the lack of a work culture that takes into account people of different ages is rarely discussed.
Speaking of “different ages”, it is important to note the need to eliminate restrictions, e.g. recruitment, due to age and experience. Of course, the requirements and specifics of a particular position matter, however, the top-down assumption that people of a certain age are not suitable for specific professions may be wrong. This kind of prejudice closes many opportunities for development to employees and employers. A wide recruitment process and a lack of bias give you a chance to find really promising candidates.
From the perspective of the employee, it is crucial to maintain professional activity, understood as the desire to improve qualifications, participation in training and networking activity, which can increase their advantage in the recruitment process. However, the most important remains a holistic approach to the problem of ageism — from raising public awareness, to implementing good practices in the workplace, to creating coherent policies to combat age discrimination.
Sources:
- https://www.apa.org/monitor/2022/06/news-learners-all-ages
- https://synergia.wz.uw.edu.pl/artykuly/ageizm-na-rynku-pracy-na-czym-polega-komu-grozi-i-jak-mu-przeciwdzialac/
- https://joint-research-centre.ec.europa.eu/jrc-news-and-updates/addressing-ageism-key-priority-society-longevity-2024-07-11_en
- https://www.who.int/teams/social-determinants-of-health/demographic-change-and-healthy-ageing/combatting-ageism/global-report-on-ageism
- https://www.apa.org/monitor/2023/03/cover-new-concept-of-aging
