Ageism is loosely defined as a form of discrimination based on age. It can come in all shapes and sizes. It can be created by an age-specific environment or, in discrete and singular instances, based on political, cultural and monetary motivations and institutions.
The most cited reasons for age discrimination in the workplace is trying to save money and get fresh new perspectives. New college graduates often replace older and more experienced workers since they can be paid less and are seen to be unattached outside of work. Without the intricacies of family, and the eagerness to work, college students present a cheap alternative to family-oriented and tired older adults who have larger benefit packages and often more paid vacation days.
However, ageism is not only excluding older adults from the workplace, but also keeping young people from participating in certain social spheres. There are certain age requirements for some living arrangements; some condominium communities require a minimum owner age of 35 and some don’t even allow children under 17 to live within the unit. This is a statement of the societal belief that persons under a certain age are not responsible or orderly enough to be welcomed into a prestigious community.
Obviously, there are problems on both ends of the spectrum, but there is a large network of support for older adults in America. With the lobbying abilities of American Association of Retired Persons (AARP) and the Age Discrimination in Employment Act (ADEA) of 1967, the interests of aging workers are protected.
Troubling beyond the fact that younger adults are hired at a faster rate than older adults, is the reality that once a worker of advanced years can be laid-off or forced into early retirement, he/she faces years of uncertainty and often loses a lot of money in the process. This is a very selfish move by employers to avoid paying more than they have to, and it is ego-shattering for the worker. It also puts families trying to make up for the loss of a primary money-earner’s salary through financial duress.
When considering the practice of age discrimination, the culture of the United States should be put under the microscope. The idea that newer is better and the belief that old is obsolete governs the behavior of employers and corporations. It is a culture of ageism that informs the behavior of those within the culture, so by slowly rotating the balance of cultural beliefs perhaps these discriminatory practices can be eliminated. Placing value on the knowledge that years of experience can contribute allows youth to take and maintain responsibility.
Here’s to being able to work as long as necessary without being devalued for being over 40-years-old and buying affordable homes despite the exuberance of youth. Cheers.