AGEISM

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AGEISM Selection Implications
Kristen Diefenbacher
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• "Do you really think you could handle this job?
  You know it takes a lot of energy and
  enthusiasm."
• "You don't need this training program. At your
  age, what would the benefit be?
• "Well, you are getting on. What do you expect at
  your age?"

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AGENDA

• Ageism Thesis
• Stereotypes
• Society Drivers
• Mandatory Retirement
• Implications in the Ontario Selection Process

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Definitions

• AGEISM attitudes making assumptions about older
  persons and their abilities and/or puts labels on
  them.
• A tendency to view and design society on the
  basis that everyone is young.
• AGE DISCRIMINATION the consequence of ageist
  attitudes.

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In Principle

• Older Employees have the right
• to be offered the same employment, promotion
  training opportunities as everyone else
• Employers cannot
• Refuse to hire, train or promote a person simply
  because they are older

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Industry Examples?

• ADVERTISING INDUSTRY
• Dominated by workers under 40 with few continuing
  into their 50s

IPA 2005 Census Report
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Common Negative Stereotypes

• Less motivated, less energy
• Education and skills become obsolete
• Shorter career potential
• More costly Benefits
• Higher salary expectations
• Less flexible, adaptive
• Lower work performance
• Lower capacity for retraining

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Canadian Demographics

• Aging Canadian population

Canadian Workers Ages 45-64
CBC News, Feb,2005
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Mandatory Retirement
TRANSITION PERIOD
Dec.12,2006 Mandatory Retirement Illegal in
Ontario

• Dec.12,2005
• Royal Assent

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Selection Implications

• Human Rights Code upper age limit will
  disappear for age discrimination
• Aging workforce
• Focus on positive stereotypes of all age groups
• Monitor evaluate selection decisions

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Questions