Insight: Enabling age at work
How ageism and ableism overlap in the workplace. International Longevity Centre UK (ILC) - May 2021
If all G20 members employed the same proportion of older people as they do in Iceland, earnings would go up by 3.7 trillion USD - around 7% of GDP.
This report summarises research from a recent project conducted by researchers at the VU Amsterdam and the University of Kent and funded by the Economic and Social Research Council on perceptions of ageism and ableism among older workers and the impact these have on future plans for work.
Key findings
- Employers and older workers too often see training and professional development as more relevant for younger people, which leads to missed opportunities for enhancing skills and sharing experience.
- As the risk of developing an impairment increases with age, occupational health support is key – with ongoing support that acknowledges the social model of disability.
Based on this research and our roundtable discussions, we’ve identified three priority themes for future policy and practice development, that will help employers to position themselves well during the post-pandemic recovery period and beyond.
- Educate managers and staff about the social model of disability to combat ageist and ableist attitudes
- Promote realistic attitudes that focus on adapting the job to fit the person
- Foster ongoing support that helps workers to succeed in their current job and to explore new opportunities.
This research, by researchers at the Vrije Universiteit Amsterdam (VU Amsterdam) and the University of Kent, highlights the overlap between ageism and ableism, along with how older people themselves internalise ageist and ableist attitudes. This can have
a significant impact in workplaces, creating additional barriers to achieving broader policy ambitions to foster equality and encourage longer working lives.
The research project included a webinar held in January 2021, which highlighted two key topics:
- Employers and older workers too often see training and professional development as more relevant for younger people, which leads to missed opportunities for enhancing skills and sharing experience
- As the risk of developing an impairment increases with age, occupational health support is key
To remain competitive when dealing with an ageing workforce, organisations must act to create inclusive work environments.
They should educate managers and staff about the social model of disability, including what this means for their workplace, rather than use the individual/medical model.
Where a worker develops health issues, occupational health services should act as an advocate for the worker, ensuring that the job is made to fit the person. These efforts should focus on ongoing support to enable the worker to stay in work rather than just get back to work.