Ageism and Politics
The presidential election of 2012 has been acknowledged as a victory for
diversity; a victory for the new face of a multicultural United States. Yet
the Democratic Party missed reaching one important segment of the population;
older adults. Surprisingly, the majority of older Americans voted Republican,
in many cases against their own interest.
Ageism around the World
As the birthday card above underscores, ageist stereotypes abound, despite the fact that an increasing number of older men and women are living long, healthy, productive lives. Global aging is a reality. People are living longer. The number of older
men and women is growing. At the same time, ageism is on the rise. Older
workers increasingly find themselves battling negative and ageist stereotypes. In a recent survey of people over sixty,
nearly 80 percent reported experiencing ageism. Many workers feel that they are
being ignored or not taken seriously because of their age.
I am a professor of psychology. I am also a women
approaching “elder” status and have recently been exposed to numerous
incidences of “ageism.” Some of these incidents are subtle. In a conversation
with a younger colleague about the purchase of a new computer, for example, he
stated that his mother had tried the computer and found it to be “age” friendly.
In a recent meeting, I attempted to express my thoughts on a proposed project
by pointing out that we had attempted a similar pattern of action in the past
and it had not been successful. My comments were met with dismissal even
derision. Disrespectful treatment to older workers, especially older women, is
not new or rare. Ideas espoused by “older” workers are often met with condescension.
Similar ideas and thoughts proposed by newly minted academics are more likely
to viewed as new and cutting edge. While there are certainly many times when
this scenario is the case, ageism usually shapes the treatment of older
workers. Indeed, recent studies have
indicated that ageism is more widespread than sexism and racism. The Equal Employment Opportunity
Commission has reported a more than 24 percent increase in the number of
age-discrimination complaints filed this year compared with the previous two
years. Employees over the age of 50 are considered "old" and report
not being offered the same opportunities and support as younger colleagues.
Ageism, a term first proposed by gerontologist Robert Butler
in the 1960’s, is a form of prejudice that results from a widespread and
deep-seated fear of the aging process (Palmore, 2001). It encompasses
prejudicial attitudes and discriminatory practices toward older adults and leads
to a fear of one’s own aging as well as a general distancing from older people
(Butler, 1963). Ageism is not based on biological factors alone; it is created
and maintained by institutional, social, and cultural values that lead people
to denigrate age. Cultural norms and values about old age are mired in
metaphors of disability, decline, and death. Ageism is reinforced by widespread
negative imagery. Ageist media portrayals are so widespread that they are often
not even recognized. Denigration of age and the ideas of older adults lead them
to denigrate themselves. It also promotes conformity to ageist stereotypes.
The Gendered Face of
Ageism
What’s more, gender bias compounds ageism. Older women are
much more likely to be subjected to ageist treatment. Older women are subjected
to “double jeopardy”—they are victims of age as well as gender discrimination. Ageism
has been shown to lead to widespread marginalization, age inequality, ageist
language, and age segregation. Ageism is
a central feminist issue which, unfortunately, is not often addressed by feminist
scholars. It is widespread in institutions of higher education. As women in
academic institutions age, they become increasingly invisible. Studies indicate
that women who reach the highest ranks in academic institutions are often older
than the men who reach these ranks--full professors; they therefore have a very
short period of time before they begin to be subjected to ageist attitudes and
treatment.
The internalization of ageist messages lead “elder” faculty to
doubt their abilities, and lower their expectations for accomplishment. When
not otherwise silenced they engage in self-silencing. Younger colleagues, even female colleagues,
tend to patronize older colleagues, especially older female colleagues. Younger faculty are more likely to be viewed
as dynamic, interesting, and influential, whereas older faculty especially
female faculty are excluded or subjected to “mom-ism”. Although there are often
campus organizations for various women to come together, very few address
issues of identity and age. Older women, unlike women of color and lesbian
women, have not focused research on their own identities. Older female faculty
should become visible and vocal. They should study themselves and write about
their own and other older women’s life experiences. They should incorporate
issues of aging into their teaching and advocate for older women and men.
As academics devoted to diversity we should give voice and
respect to all contributions. Institutional organizations which promote
diversity, equality, and justice generally should also include the promotion of
awareness of ageism. Awareness, advocacy, and scholarship, are key components
of successfully combating ageism.
Ageism in Psychology
Studies have shown that ageism is
widespread in clinical practice. There
is a critical lack of psychologists, therapists, counselors, and social workers
who are trained to work with older adults. Older patients are often viewed
as set in their ways and unable to change their behavior. Given the growing
number of older adults, this deficit in treatment presents a critical problem.
Psychologists need to respond to ageism the same way they do when a person is
discriminated against because of race, ethnicity, sexual orientation, or a
disability. APA's Committee on Aging (CONA) has drafted a resolution against
ageism that was approved by APA's Council of Representatives in February 2002.
The resolution states that APA is against ageism "in all its forms"
and emphasizes APA's commitment to support efforts to eliminate it. APA’s Div.
20 is working to counteract workplace and other age stereotypes by addressing
the need for more trained gero-psychologists and promoting age-friendly
environments for the growth and development of people of all ages, including
older adults.
To this point these baby steps have not had significant impact. As the birthday card below illustrates, ageism is the
only “ism” which is widely accepted and reinforced by almost all forms of the
media.
For words of wisdom from the past, the great Persian
poet Saadi who lived and wrote in the 13th century:
In many lands I have wandered, and
wondered, and listened, and seen;
and many my friends and companions,
and teachers and lovers have been.
And nowhere a corner was there but I
gathered up pleasure and gain;
from a hundred gardens the rose-blooms,
from a thousand granaries grain.
In many lands I have wandered, and
wondered, and listened, and seen;
and many my friends and companions,
and teachers and lovers have been.
And nowhere a corner was there but I
gathered up pleasure and gain;
from a hundred gardens the rose-blooms,
from a thousand granaries grain.
I have spent many years
studying, teaching, writing, traveling the world, I hope I still have
something of value to say. I would like the opportunity to continue to share
what I have learned, to contribute, I do not want to be silenced.
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