Age Discrimination as a Threat to the Anthropological Absolute of Human Being (Using the Pandemic Crisis as an Example)

Purpose. The purpose of this paper is to investigate the anthropological and socio-philosophical dimensions of human existence of the older age group given the challenges of pandemic threats caused by COVID-19. To this end, it is planned to solve a number of tasks, among which one should distinguish the following: 1) to investigate the manifestations of age discrimination in the context of the social and labor areas of human existence; 2) to focus on the asymmetry of the behavior of society and the state relative to persons of the older age group in the field of healthcare in the context of a pandemic crisis; 3) to represent the anthropological features of changes in the socialization and activity of older people under the current conditions of globalization-pandemic challenges. Theoretical basis. Despite such a broad representation of the age-related issue in public relations, there are still no practical guarantees that would apply to discriminatory aspects of older age groups in various areas of their manifestation. The synergistic evolution of social reality requires substantive analysis of the issue under the current conditions for the transformation of social life, which is affected by globalization crises caused by the pandemic threats of COVID-19. Originality. The stereotypical assumptions underlying legal policy and established social relations are based solely on the application of chronological age. The novelty is in justifying an individual approach to the elderly through the personification of the personal characteristics of a person. The study of anthropological and socio-philosophical dimensions of the existence of a person of the older age group in the face of the challenges of pandemic threats caused by COVID-19 has made it possible to analyze the destructive nature of age discrimination in the context of the social and labor areas of human existence. As well as focus on the asymmetry of the behavior of society and the state in relation to these persons in the field of health care, and emphasize the anthropological features of changes in the socialization and human activity under the current conditions of globalization-pandemic challenges. Conclusions. External threats to human existence call for special attention to the implementation and protection of human rights, freedoms, individual freedoms, and identity. Pandemic threats have transformed all dimensions of human existence, especially for those groups of society that are less socially protected. The pandemic crisis has created additional grounds for discrimination against older people in various areas of human existence. Equalization of persons by age without personifying the personal characteristics of an individual is discrimination on an age basis, which violates the principles of democracy and humanism in the society, leads to stigmatization of the person, is the cause of the anthropological crisis of a person.

The Relationship Between Perceived Age Discrimination in the Healthcare System and Health: An Examination of a Multi-Path Model in a National Sample of Israelis Over the Age of 50

Objectives The present study aims to examine possible pathways that potentially account for the relationship between perceived age discrimination in healthcare settings (as one form of ageism) and health outcomes. Methods We relied on 1570 complete surveys, which constitute a representative national sample of adults aged 50 and above in Israel. Results We found a direct link between perceived age discrimination and health outcomes. This link was partially mediated by self-perceptions of aging and subsequently by health behaviors (e.g., eating vegetables) and preventive health behaviors (e.g., medical check-ups). The link between perceived age discrimination and health behaviors was moderated by age, thus, particularly detrimental for older people over the age of 65 as compared with those between the ages of 50 and 65. Discussion This study adds to the literature as it examines comprehensive mechanisms to account for the path between perceived age discrimination and health status. Our findings point to the unique aspects associated with perceived age discrimination, which potentially make older people more susceptible to its negative effects.

Personal Experiences of Age Discrimination in Different Life Domains: Determinants and Consequences

Age discrimination is pervasive in society which bears far-reaching consequences for individuals in terms of decreased psychological and physical health. Age discrimination can be experienced in different life-domains and perceived as a social (others’ experiences) or as a personal phenomenon (own experiences). Our first goal was to examine country- and age-related differences in personal experiences of age discrimination in distinct life domains, reported by 2,817 participants aged 40 to 90 years from the US, China, Germany, the Czech Republic, and Taiwan. As another goal, we investigated the impact of age discrimination on life satisfaction. Personal age discrimination was domain-specific, with more experiences reported in the family, work, and personality domains. Personal age discrimination increased with age and was higher in China and Taiwan. Age discrimination negatively predicted life satisfaction. This negative effect was more pronounced if age discrimination was experienced in domains with high subjective importance.

Differential Treatment of Older Workers Due to COVID-19: Potential for Ageism and Age Discrimination at Work

This paper examines the implications of employers' current COVID-19 protective workplace attendance policies toward older workers, potentially creating the outcomes of increased numbers of involuntary retirees and the discouraged older worker syndrome among otherwise qualified older workforce participants. How potential ageist assumptions and age discrimination under COVID-19 affect workplace decisions in reflection on the Age Discrimination in Employment Act (1967) guidelines is discussed. Older workers may remain in the workforce longer than ever before due to having healthier life expectancies. Workplace policies need to be increasingly sensitive to older employees’ rights to sustain their workplace engagement (Cummins, 2014; Cummins, Harootyan, & Kunkel, 2015). The author reviewed current unemployment trends in 2020 and emerging litigation in reflection upon general issues of COVID-19 related age discrimination in the older workers' workplace attendance decisions by employers and the historical framework of the Age Discrimination in Employment Act (1967, with significant amendments in 1978 and 1986). The policy analysis paper presents the implications of employers' COVID-19 protective policies on older workers and how it may affect the “health” of the workplace and older adults and the economy beyond the pandemic. Lastly, strategies to address an "age-friendly" workplace during a pandemic and post-pandemic are discussed.

Age Discrimination and Perceived Work Ability: The Mediating Effect of Self-Efficacy

As the number of older workers in the U.S. workforce increases, perceived work ability, which indicates a worker’s capacity to perform job-related tasks or to remain employed, becomes increasingly important. However, age discrimination may undermine the ability of older adults to remain active in the workplace as it poses a significant barrier to their work ability. The purpose of this study was to examine how age discrimination affects perceived work ability among older workers. We also evaluated the role of self-efficacy as a potential mediator between age discrimination and perceived work ability. Self-efficacy can contribute to older adults’ productive aging since it helps them view age-related situations more positively. Using 2,011 respondents (aged 50+) data from the 2018 Health and Retirement Study, structural equation modeling analysis was conducted. Our findings indicated that age discrimination had a direct negative effect on perceived work ability (B = -.230, p < .001). Older workers who experienced more age discrimination were more likely to have low levels of perceived work ability. The indirect effect of self-efficacy (B = -.177; 95% CI = -.240, -.135) was significant. Older workers who experienced more age discrimination were more likely to have low levels of self-efficacy, and this relationship led to lower levels of perceived work ability. These results suggest that greater efforts are required to reduce age discrimination and its negative consequence on perceived work ability and self-efficacy among older workers. Furthermore, age discrimination laws should be more explicitly enforced in the policy direction for older workers.

Effects of Aging Attitudes on Development in Old Age

This session will focus on aging attitudes and their effects on different aspects of development in old age (e.g., preparation, age stereotypes, age discrimination, and well-being). Cultural differences and how they shape individual aging are also explored. The first two presentations focus on cross-cultural differences in preparation for old-age. Nikitin et al. examine financial preparation and how expectations about support from the state influence it. People’s beliefs about the utility and the risk of aging preparation and their role in preparatory activities is investigated by Kim-Knauss et al. Tsang et al. explore age differences in pursuing autonomy and independence during the COVID-19 pandemic and the role of perceived social obligation. Cultural differences in the accuracy between perceived retrospective changes in well-being and actual changes is explored by Park et al. The last presentation (de Paula Couto et al.) focuses on country- and age-related differences in personal experiences of age discrimination in different life domains. Taken together, findings suggest that attitudes toward, and preparation for aging, are not static. Situational contexts and personal assessments of the contexts can shape such attitudes and behavior.

Ageism in Hiring Decisions: Sense of Purpose as a Mitigating Strategy

Discrimination against older adults in the workplace is a pervasive issue that has important consequences for older adults, leading to lower well-being (Stokes & Moorman, 2020) and worse job outcomes (Macdonald & Levy, 2016). One area where discrimination manifests is in hiring practices, and thus research is needed to understand factors that impact willingness to hire older adults. One potential intervention target to reduce age discrimination in hiring is sense of purpose. Sense of purpose manipulations have previously been successful in increasing one’s comfort with diversity (Burrow & Hill, 2013), and thus may prove successful in combatting age discrimination in the workplace. Therefore, the current studies sought to understand whether sense of purpose was related to ageist attitudes and hiring decisions, and how a purpose manipulation might serve as a tool to combat discrimination in hiring. Across two studies (n = 594, MAge = 27.20), participants were shown the resumé of either an older adult applicant (62-years-old) or younger adult applicant (32-years-old), and were asked how hireable they would rate the applicant. The research found that the purpose manipulation did effectively increase individuals’ sense of purpose. In addition, the research found that sense of purpose was negatively related to ageist attitudes. However, the purpose manipulation was unsuccessful in reducing ageist attitudes, and had no effect on ageist discrimination in hiring. These results suggest that while sense of purpose is negatively related to ageist attitudes, manipulating purpose may not be an effective tool to reduce ageist attitudes or discrimination.