Tag: Ageism

Ashton Applewhite – Ageism Hurts All Humanity, Society, You, and Your Children

Ageism is a form of discrimination and prejudice against older people. It’s everywhere, from the workplace to healthcare to entertainment to education. You may not even realize you’re being affected by it because it’s so ingrained in our culture, but that doesn’t mean we should ignore its existence. It hurts the economy; it’s unfair to you and your children. Ageism is killing humanity one person at a time. END AGEISM! This can be done by raising awareness about ageism and educating people about how they can prevent it from happening in their own lives and society at large. We need more positive images of older adults that show them as active participants in society instead of just older people who sit around all day doing nothing but waiting for death to take them away. If everyone did their part, maybe someday, your children could live in a world where no one has to suffer through this kind of discrimination ever again. We must all stand up and say, “I will not let my children be discriminated against because of their age.”——————– Timestamps:[00:00]Pre-Intro remarks from Ashton Applewhite [02:19]Walk us through your career and how you ended up focusing a lot on aging? [04:39]Can you remember the first time you dealt with ageism in your own life and how it made you feel? [06:05]Why do you think ageism is such a big problem in our society in America? What is it about this country specifically? And do you think it has something to do with a very individualistic culture? [11:30]How can we begin to shift our culture to one that is more respectful and of elders and value them a lot more? [13:25]Why do you think people justify discriminating on the basis of age, but discriminating on the basis of gender, religion, ability, sexual orientation is looked at so differently? [19:06]“Silver Tsunami” – I just want that word to be gone. [22:36]Who do you think has the responsibility to cut down on aging? Is it the younger people since they are the future of our culture, the middle-aged people to set an example for younger generations, or is it the older generations who are being discriminated against? [32:32]Do you have, or what do you think of some of the short and long-term solutions slash movements to help us combat aging?——————– Bio: Author and activist Ashton Applewhite is the author of “This Chair Rocks: A Manifesto Against Ageism” (Celadon Books, 2019). In 2016, she joined PBS site Next Avenue’s annual list of 50 Influencers in Aging as their Influencer of the Year. Ashton has been recognized by the New York Times, the New Yorker, National Public Radio, and the American Society on Aging as an expert on ageism. She blogs at This Chair Rocks, has written for Harper’s, the Guardian, and the New York Times, and is the voice of Yo, Is This Ageist? Ashton speaks widely, at venues that have ranged from universities and community centers to the TED mainstage and the United Nations. She is a leading spokesperson for a movement to mobilize against discrimination based on age. This Chair Rocks: A Manifesto Against Ageismhttps://thischairrocks.com/book/ TED talk: Let’s End Ageismhttps://www.ted.com/talks/ashton_applewhite_let_s_end_ageism ThisChairRocks.comhttps://thischairrocks.com/ YoIsThisAgeist.comhttps://yoisthisageist.com/

Tracey Gendron – Why America Thinks Your Age Is a Big Deal

In America, age is a big deal. We are a youth-obsessed culture that is always looking for the next best thing. This can be seen in the way we talk about aging. We often use words like “elderly” or “senior citizen” to describe older adults, as if they are a different species. This othering creates a sense of distance between us and them, which can lead to negative attitudes and stereotypes.  Ageism is a form of discrimination that is based on age.  It can affect anyone, regardless of their actual age. One of the most common examples is the way we treat older adults. We often assume that they are not as capable as younger people, and this can lead to them being overlooked or ignored. Ageism can also affect caregiving, as older adults may be less likely to receive care if they are perceived as being a burden. Generational labels are another example of ageism. They are often used to divide people into groups based on their age, which can create feelings of competition or hostility between different generations. The term “successful aging” is also problematic, as it suggests that there is a right and wrong way to age. Elderhood is a better way to talk about older age than retirement, as it acknowledges the many contributions that older adults make to society. It also recognizes that aging is a natural process that should be celebrated, not feared. Today my guest is Dr. Tracey Gendron. Dr. Tracey Gendron is a highly respected gerontologist and author who is dedicated to understanding and raising awareness of ageism. She has written the book “Ageism Unmasked: Exploring Age Bias and How to End it.” Her research focuses on the language and expression of ageism, as well as on elderhood as a stage of development. Dr. Gendron’s personal and professional goal is to understand and disrupt the deeply embedded, normalized, and invisible ageism that exists within us all. Learn more about Tracey:LinkedIn: https://www.linkedin.com/in/tracey-gendron/Website: https://www.traceygendron.com/Purchase her book “Ageism Unmasked”: https://www.penguinrandomhouse.com/books/700435/ageism-unmasked-by-tracey-gendron/

How AI Can Combat Ageism: Revolution in Workplace Diversity

As technology revolutionizes the corporate landscape, AI is fast becoming the backbone of human resources (HR) management. It streamlines recruitment, enhances productivity, and fosters a diversified work environment. However, like any potent tool, its impact is a function of the hand that wields it. AI, with its inherent potential, can combat ageism, a form of discrimination often neglected in diversity discussions. By minimizing human bias in decision-making, AI could democratize employment opportunities, making them accessible to all age groups. Moreover, AI-driven tools can generate a wealth of data, promoting transparency and accountability in HR practices. However, one must consider the potential dark side of AI—the risk of reinforcing age discrimination. If not carefully designed and programmed, these intelligent systems can mirror and perpetuate the biases inherent in their training data. The catch here is that AI, in its current form, learns from humans and our past actions, which are not free from bias. In essence, the impact of AI on workplace ageism is a complex, multifaceted issue. It is a topic that demands deep exploration and understanding to harness AI’s potential fully while mitigating its risks. As we delve deeper, we’ll navigate this intricate landscape, shedding light on the ways AI can shatter ageism or, conversely, cast a long shadow over it. The Role of AI in Human Resources Management AI is transforming the HR landscape, redefining traditional roles and procedures. It brings a wealth of benefits, including efficiency, impartiality, and data-driven decision-making. Let’s delve into its specific applications in recruitment, performance evaluation, and employee retention and development. Recruitment and Hiring AI is reshaping recruitment, making it smarter, faster, and more efficient. AI-driven tools like applicant tracking systems (ATS) can parse through thousands of resumes, identifying qualified candidates based on predefined criteria. This automation minimizes the time-consuming manual screening process and helps prevent unconscious biases, including ageism, from creeping into the hiring process. AI-based chatbots are another innovation, streamlining the initial stages of recruitment. They engage potential candidates, answering queries and providing real-time feedback. This immediate, personalized interaction enhances the candidate experience and positions the organization as forward-thinking, irrespective of the candidate’s age. However, while AI promises efficiency, it’s not immune to perpetuating bias if the training data is flawed. For instance, if an AI system is trained predominantly on data from young employees, it may inadvertently favor younger candidates, thereby perpetuating age discrimination. Performance Evaluation AI’s influence extends beyond recruitment to performance evaluation. Traditional methods, often subject to biases and favoritism, are increasingly replaced by AI-powered systems. These systems can objectively analyze employee performance based on quantifiable metrics, ensuring a fair evaluation for all, regardless of age. AI-driven tools can track and analyze multiple aspects of an employee’s performance, from task completion rates to collaborative efforts. By leveraging data analytics, these tools provide a comprehensive picture of an employee’s contribution, reducing the potential for age-based bias. However, it’s crucial to ensure these systems are transparent and explainable. Without this, employees might feel scrutinized by an opaque, unaccountable entity, fostering mistrust and apprehension. Employee Retention and Development AI also plays a vital role in employee retention and development. Predictive analytics can identify patterns and trends that signal an employee’s likelihood to leave, allowing HR to proactively address issues and improve retention rates. It’s a tool that, if used correctly, can promote an inclusive work culture that values all employees, regardless of their age. In terms of development, AI-driven platforms can provide personalized training programs, catering to each employee’s unique learning style and pace. This approach not only empowers employees to upskill at their convenience but also fosters a culture of lifelong learning, essential in a world where the only constant is change. However, the risk of bias lurks here too. If an AI system is trained to associate career progression or attrition rates with age, it might unfairly influence decision-making. Therefore, continuous monitoring and ethical considerations must remain at the forefront of AI implementation in HR. The Positive Impact of AI on Age Discrimination AI offers a powerful means to address age discrimination. It can help identify and mitigate unconscious biases, ensure fairness in recruitment and promotion, and improve workplace inclusivity and accessibility. However, it’s crucial to remember that AI is not a magic wand; it’s a tool that requires careful, ethical handling to harness its potential fully. Identifying and Mitigating Unconscious Bias AI can shine a light on unconscious biases often overlooked in HR processes. Machine learning algorithms can analyze vast amounts of data, uncovering subtle patterns that might signal age discrimination. For instance, they can flag words or phrases in job descriptions that might discourage older applicants, or highlight potential bias in performance evaluations. Once these biases are identified, organizations can take steps to mitigate them. AI can also assist in this process. For instance, some AI tools can ‘blind’ the recruitment process, removing age-related information from resumes before screening. This approach ensures candidates are evaluated solely on their skills and experience, not their age. However, AI’s ability to mitigate bias hinges on its training. If an AI system is trained on biased data, it will reproduce that bias. Therefore, ongoing monitoring and bias correction are vital to ensure AI truly helps combat age discrimination. Ensuring Fairness in Recruitment and Promotion AI can also play a significant role in promoting fairness in recruitment and promotion. By using data-driven insights, AI can help ensure that decisions about who to hire or promote are based on merit, not age. AI-driven ATS can screen resumes impartially, evaluating candidates based on qualifications and experience rather than age. In promotion decisions, AI can analyze performance data objectively, removing the potential for age-based bias. AI can also help create fairer job descriptions. Certain words or phrases may unintentionally discourage older applicants. AI can identify these and suggest alternatives, making job descriptions more inclusive. However, it’s essential to ensure that the criteria used by these AI systems don’t inadvertently disadvantage older workers. For instance, if ‘years of experience’ is capped as a criterion, it