Lecture 7 - Age Discrimination and Reduction Flashcards
What is the difference between direct prejudice and indirect prejudice?
Direct prejudice: not hiring an elderly person because of assumptions that they are technologically illiterate.
Indirect prejudice: hiring a young person over an elderly person in a job that requires physical labour (job is more suited to young people).
What is the difference between youth and elderly age discrimination?
Elderly: cannot move out of their grouping and stronger negative attitudes directed at them; more likely to stay with organisation. Also believe stereotypes more (self-fulfilling prophecy).
Youth: eventually move out of the ‘youth’ category and experience less negative attitudes.
How are stereotypes about the elderly mixed?
On a scale of warmth, elderly people rated above 96% of other groups. Also receive concession tickets and free injections. But on a scale of competence, they were rated 78% below other groups. Leads to pity in the workplace.
What is the Rejection-Identification Model?
Perceptions of discrimination by ingroup members increase ingroup identification, particularly when social mobility is not possible.
Demonstrate a mediating model in regards to age discrimination.
In elderly people, perceived age discrimination negatively correlated with psychological wellbeing. But there was a positive correlation between discrimination and group identification, which positively correlated with psychological well being.
What is the best course of action for reducing age discrimination?
Education about ageist stereotypes and behaviour can reduce discrimination, with knowledge rising significantly and attitudes marginally. Spending quality time with grandparents also reduces age discrimination (quality over quantity).
However, negative stereotypes elicit effects on behaviour three times stronger than positive age stereotypes, which is a problem.
In a study by Iweins et al., what did they find about intergenerational contact and the multi-age perspective on discrimination in the workplace?
Dual identity (part of the organisation but also an elderly member) mixed with cooperation was key to reducing ageism (correlational data).
