The inequity of people based on certain characteristics, otherwise known as discrimination, takes many forms. A few of the categories of discrimination include race, gender, and age. According to the Merriam Webster Dictionary Online, ageism can be defined as “prejudice or discrimination against a particular age-group and especially the elderly”. The poems “Ageism” by Jan Oskar Hansen, “Equal Time For Newton And My Friend Lee” by Sydney Beck, and “Ageism” by Satish Verma all reflect the growing presence of ageism in the Post Modern time period and its impact on both the young and old populations in America.
Prior to 1969, when Robert N. Butler fabricated the word “ageism” to be paired with discrimination against people based on their age, …show more content…
Many studies on age related bias in the workplace revealed that employers may be analyzing characteristics in recruiting, as opposed to potential productivity. According to Barrington, in a field study done by Lahey, it was recorded that “employers were over 40 percent more likely to call a female job candidate for an interview if the high school graduation date on the resumé signaled the applicant was younger rather than older” (Barrington 2008). The results from the study indicate that being physically older is a characteristic that some employers deem negative. In the past few years, the percentage of the unemployed population from ages fifty-five or older have gradually increased. Forty-five percent of workers, age fifty-five to sixty-four years old, were unemployed for twenty-seven weeks or longer in 2014, as expressed in the diagram from the Bureau of Labor Force Statistics. In comparison, for workers twenty to forty years of age, the percentages of them that were unemployed was merely twenty-six. It is believed that the productivity of a person can be dictated based on their age. However, in a study by Troske and Barrington it was discovered that, “after factoring out machinery age in manufacturing establishments, productivity is no different in establishment with older versus younger workforces” (Barrington 2001). Another study at a Days Inn call center affirmed that age does not impact productivity in the workforce. When only time per call was examined, it appeared that older workers were less profitable, but when the amount of revenue spawned was studied the results changed. The older workers generated more revenue by booking more reservations, which discloses that the relationship between age and productivity can be positive. The fact that productivity was greater in the older workers makes it evident that they have certain abilities that can be used in junction with
Prior to 1969, when Robert N. Butler fabricated the word “ageism” to be paired with discrimination against people based on their age, …show more content…
Many studies on age related bias in the workplace revealed that employers may be analyzing characteristics in recruiting, as opposed to potential productivity. According to Barrington, in a field study done by Lahey, it was recorded that “employers were over 40 percent more likely to call a female job candidate for an interview if the high school graduation date on the resumé signaled the applicant was younger rather than older” (Barrington 2008). The results from the study indicate that being physically older is a characteristic that some employers deem negative. In the past few years, the percentage of the unemployed population from ages fifty-five or older have gradually increased. Forty-five percent of workers, age fifty-five to sixty-four years old, were unemployed for twenty-seven weeks or longer in 2014, as expressed in the diagram from the Bureau of Labor Force Statistics. In comparison, for workers twenty to forty years of age, the percentages of them that were unemployed was merely twenty-six. It is believed that the productivity of a person can be dictated based on their age. However, in a study by Troske and Barrington it was discovered that, “after factoring out machinery age in manufacturing establishments, productivity is no different in establishment with older versus younger workforces” (Barrington 2001). Another study at a Days Inn call center affirmed that age does not impact productivity in the workforce. When only time per call was examined, it appeared that older workers were less profitable, but when the amount of revenue spawned was studied the results changed. The older workers generated more revenue by booking more reservations, which discloses that the relationship between age and productivity can be positive. The fact that productivity was greater in the older workers makes it evident that they have certain abilities that can be used in junction with