By Denise Gosselin Caldera M.A. (auth.), Patricia Brownell, James J. Kelly (eds.)
This publication promotes an realizing of ageism, discrimination and mistreatment of older grownup staff, incorporating a global human rights standpoint. The effect of ageism at the mistreatment of older grownup employees has to not date been tested extensive during the lens of foreign human rights tools, nor has discrimination opposed to older adults within the office been framed as a sort of elder abuse for learn and coverage making reasons.
This publication offers a multi-disciplinary exploration of those topics as they have an effect on paintings and retirement of older adults. It displays the view that older those who decide to paintings into previous age will be in a position to achieve this in permitting paintings environments that advertise dignity and are freed from abuse.
The contributing authors come from many disciplines, together with legislation, psychology, social paintings, company, and overseas affairs. Many are participants of the overseas community for the Prevention of Elder Abuse (INPEA), a non-governmental association with consultative prestige on the United international locations, and feature dedicated their specialist careers to extend know-how and knowing of elder abuse that allows you to hinder it. The editors wish that broadening the framework during which elder abuse within the office is known will stimulate extra learn, coverage and software improvement to handle this troubling social challenge.
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Extra resources for Ageism and Mistreatment of Older Workers: Current Reality, Future Solutions
The longevity revolution: The benefits and challenges of living a long life. New York: Public Affairs. Canadian Network for the Prevention of Elder Abuse. (2011). Ageism. htm Cutler, S. J. (2005). Ageism and technology. Generations, 29(3), 67–72. , & Thomas, K. (2007). Ageism in the workplace. Generations, 31(1), 84–89. , & Cooper, C. L. (2003). The concept of bullying at work. In S. Einarsen, H. Hoel, D. Lapf, & C. L. ), Bullying and emotional abuse in he workplace: International perspectives in research and practice.
Priority Area 2 of the Madrid Plan of Action focuses on older persons’ health; while critical to the overall well-being of older persons, this priority area is not the focus of the book and will not be examined in this chapter. An essential ingredient in the well-being of older workers the world-over is an enabling and supportive workplace environment in which the rights of older workers are respected. In keeping with MIPAA priority areas under discussion, the following provides an overview of some of the latest research and developments on ageism in the workplace in recent years, drawn from a broad cross-section of academic disciplines.
International research has indicated that older persons do not feel old; although many associate old age with declining health, they do not believe that turning 60 or 65 makes one “old” (Bazalgette et al. 2011). Given the extensive experience and knowledge of older workers, it would be foolish for businesses to force older workers to leave. In Canada 80 years ago, life expectancy was 59 years old for men and 61 for women. Most workers died shortly after retiring. Today’s retirees, on the other hand, can expect to live up to two decades after retirement (Duchesne 2004).
Ageism and Mistreatment of Older Workers: Current Reality, Future Solutions by Denise Gosselin Caldera M.A. (auth.), Patricia Brownell, James J. Kelly (eds.)