Discrimination in the Workplace-Canadian Liberal Perspective

One of the more prominent discriminations towards older adults is the association of ageism, which characterizes a set of abilities and qualities of an older person within a certain environment (Steinberg, Donald, Najman, Skerman, 1997). Within the workplace this has become more noticeable throughout the years and has affected the lives of many. Surveys were done and calculated, focusing on older adults in the workplace, and the negatives and positives. There showed to be more positives, however there was more focus towards the negatives, and frankly, that is all most people hear about.

There are five positive perceptions towards older adults within the workforce which were recorded within the analysis of the survey. They include: older adults making better decisions, can be reliable in crisis situations, they are more dependable, they produce better quality work, and they co-operate well on the job (Steinberg, et. al,. 1997). The negative perceptions of older adults within the workforce consist of: they are not as creative as the younger workers, they can be harder to train, and they may not adapt as easily to new and advancing technology (Steinberg, et. al,. 1997). As well within the survey the perceived age for older adults within the workforce consisted of the average age of 56-60 (Steinberg, et. al,. 1997).

They compared the stereotypes of both employee's and the employer's about older adults in the work place and both showed about the same results and beliefs. It showed that there were more positives than negatives however there was more of a focus on the negative perceptions. This could most likely be due to the fact that the advancement within society has been so great over the past decade that people find it difficult for particular age groups to be considered "able-bodied". However this is a stereotype because it is not true. There are many older adults who are quite capable to hold a steady position within the work force. Discrimination then takes place because employer's would much rather put more focus towards the younger adults because they find them easier to train, and will spend less time training, and more time making money for that employer (Stuart-Hamilton, Mahoney, 2011).

Looking at this issue in a liberal perspective, there is a focus on the individual and the worth of oneself (Pearson, 2012). There is a focus on the abilities of a person and the potential they can have as a being. They look at taking away the blocks in front of them, and to work past the struggles placed before them. They need to work through the problems and resolve them so they can continue to grow and gain experience as a better person. They have to respect the environment around them, and take the proper precautions to advance in the situation which would be benefit them in the greatest way possible, without causing harm to anyone or anything (Pearson, 2011).

Therefore, older adults in the workforce need to be able to work on their own, and be able to advance in their priorities, without being discriminated against. With the discrimination of ageism, it is difficult for them to be successful, and I believe everyone should have that right. People need to become more aware that there are still plenty of able-bodied older adults in the workforce, and we should not discriminate against them. Rather, we should be looking up to them, after all, they've been working hard longer than we have, and they deserve recognition.

-Amy

References:

On Liberalism. (n.d.). Canada History. Retrieved November 15, 2012, from    
              http://www.canadahistory.com/sections/documents/leaders/Pearson/On%20Liberalism.html

Steinberg, M., Donald, K., Najman, J., & Skerman, H. (n.d.). Older Workers Forum. Online Library. Retrieved November 15, 2012, from onlinelibrary.wiley.com/store

Stuart-Hamilton, I., & Mahoney, B. (n.d.). The Effect of Aging Awareness Training On Knowledge Of, And Attitude Towards, Older Adults. Educational Gerontology. Retrieved November 15, 2012, from http://www.tandfonline.com/doi/pdf/10.1080/713844305