PRESENTATION ON AGEISM AT THE

WORKPLACE AND WAYS OF SUPPORTING OLD

PEOPLE TO MAXIMISE THEIR CONTRIBUTION
GROUP MEMEBERS
Phildelis Mawunyo Komla Ebledzi 208026536
Michael Nyamekye Charles 218016166
Sampson Tibu 218015852
Abednego M. Afleh 218016069
Bridget Exornam Ansah 218016794
Raffia Seidu 218019548

COURSE: HUMANITIES 2
DATE: 22nd APRIL, 2018
 Outline of Presentation
 Introduction
 Explanation of Ageism
 Ageist Myth
 Positive Outcomes of Ageism
 Ways of Supporting Old People at
the Workplace
 Introduction
 Ageism unlike other forms of
discrimination is widespread in the
workplace and rooted in:
 individuals’ stereotypes and
 prejudice against certain social
groups.

 Older people are not the only victims of age discrimination

but younger ones too.

 Ageism is a global issue which is prevalent in both the society

and workplace.
 Explanation of Ageism
 Ageism is when employees are being
disadvantaged or unfairly treated on
the basis of their age or membership
in a certain age group (Posthuma,
Wagstaff & Campion, 2012).

 Ageism involves application of

assumed age-based group
characteristics to an individual,
regardless of the individual’s actual
characteristics.
 Elements of Workplace Age Discrimination

 Prejudicial attitudes towards older

persons, old age and the ageing
process.

 Discriminatory practices against older

people.

 Institutional practices and policies

that perpetuate stereotypes about
older people.
 Ageist Myth
 Unfounded negative stereotypes about old people include:
 Less physically apt
 Less motivated
 Less productive and efficient in their job
 Less resistant to change
 Lack creativity
 Slow in judgement
 Uninterested in technology, and more difficult to train.
 Positive Outcomes of Ageism
 Potential positive stereotypes about old people
in the workplace:
 Competent than younger employees in their
job

 Wise and experienced

 Trustworthy, and loyal than younger

employees.

 Reliable and stable.

 Skilled in terms of interpersonal relationships.

 Ways of Supporting Old People at the Workplace
 Proactively managing age diversity
 Embed age diversity management initiatives
in organisational policies.
 Recruit, promote and, retain a
heterogeneous array of employees.

 Create opportunities for continuous

professional development.
 Invest in old people to update their skills
and knowledge.
 Encourage skills and knowledge transfer
through mentoring and coaching of less
experienced workers.
Ways of Supporting Old People at the Workplace Cont’d
 Provide old people with flexible work conditions.
 Implement telework programmes to enable old people
work from home and remote locations.

 Management practices and a positive organisational age

culture in work settings.
 Old people to take their annual leave regularly.
 create new positions or adapt old ones for only old people with
requisite experience at the workplace.

 Workable health insurance packages.

 Medical check-up regularly.
 Mini gym to promote healthy life style among old people.
 Workplace ergonomics for old people.
THE END