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Ageism, age discrimination and the labour market policies - international perspective
The paper will present some of the recent developments in the field of age discrimination on the labour market in international perspectives. Arguments on the embeddedness of age discrimination in the ageism and its distinction from this broader age-based ideology will be presented and discussed. Ageism is understood as the stereotyping, prejudice and discrimination against people based on their age. The evidence, based on the empirical studies, will be presented, illustrating how age is present on the labour market, both in terms of age-related HR practices and age-structuring of specific fields. In the next part, the policy brief on ageism in the field of work and its main arguments will be presented. Here, three main areas of action are required: • "Removing ageist provisions in the legal and regulatory framework and enforcing implementation of equality acts while promoting awareness about employee rights and support available to victims of age discrimination. • Addressing prejudice and negative stereotypes about older workers through research on ageism and awareness-raising campaigns that dispel the myths about older workers, improve their image, highlight their positive contributions to the labour market and promote the benefits of age diversity and inclusiveness; promoting intergenerational contact through mentoring and job-sharing schemes; addressing internalized ageism by boosting confidence and self-esteem, and enhancing skills and employability of older workers. • Encouraging age-inclusive and age-diverse workplaces by providing financial incentives to employers, developing capacity for age management and fostering partnerships with relevant stakeholders to facilitate more far-reaching and long-lasting change. (UNECE, 2019; PB No. 21, p.1) The need to open the area for methodological debates on the measurement of both ageism and age discrimination in the labour market will be suggested in the closing remarks.