By Denise Gosselin Caldera M.A. (auth.), Patricia Brownell, James J. Kelly (eds.)
This ebook promotes an knowing of ageism, discrimination and mistreatment of older grownup employees, incorporating a global human rights viewpoint. The influence of ageism at the mistreatment of older grownup employees has to not date been tested extensive in the course of the lens of foreign human rights tools, nor has discrimination opposed to older adults within the place of work been framed as a sort of elder abuse for study and coverage making reasons.
This e-book provides a multi-disciplinary exploration of those subject matters as they impact paintings and retirement of older adults. It displays the view that older those that decide to paintings into outdated age might be capable of achieve this in allowing paintings environments that advertise dignity and are freed from abuse.
The contributing authors come from many disciplines, together with legislations, psychology, social paintings, company, and foreign affairs. Many are participants of the foreign community for the Prevention of Elder Abuse (INPEA), a non-governmental association with consultative prestige on the United countries, and feature dedicated their specialist careers to extend wisdom and figuring out of elder abuse to be able to hinder it. The editors desire that broadening the framework during which elder abuse within the office is known will stimulate extra study, coverage and software improvement to handle this troubling social challenge.
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Additional resources for Ageism and Mistreatment of Older Workers: Current Reality, Future Solutions
An employer could fire an older worker based on capability but now, employer will need to objectively justify terminating employees 65 and older. In response to the dissatisfaction of employers, the government has developed a website for businesses to learn about ways they could retrain and trail all workers, in particularly older workers. ensure training for all employees regardless of their age; engage regularly with staff on an individual basis to discuss future training and promotion options; ensure all workers, including older workers, know what training opportunities are relevant to them and encourage them to take part; monitor outcomes from promotion exercises to ensure age bias has not occurred; and encourage mentoring and sharing of skills within your business-draw on experienced workers to support and train new staff members and other colleagues (United Kingdom Department for Work and Pensions 2011).
N. (2008). 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.
Ageism and Mistreatment of Older Workers: Current Reality, Future Solutions by Denise Gosselin Caldera M.A. (auth.), Patricia Brownell, James J. Kelly (eds.)