The Impact of Legal Age Discrimination on Women in Professional Occupations

2001 ◽  
Vol 11 (2) ◽  
pp. 331-348 ◽  
Author(s):  
Nancy B. Kurland
Keyword(s):  
Decision Making ◽  
Gender Discrimination ◽  
Older Workers ◽  
Work Force ◽  
Age Discrimination ◽  
Common Pattern ◽  
Disparate Treatment ◽  
The Impact

Abstract:This paper describes how anticipated age discrimination in the form of disparate treatment induces behavior that in effect constitutes gender discrimination. Potential employers often exhibit a common pattern of behavior that acts to discriminate against older workers entering a specific workplace. Women, at a decision-making point early in their lives, are aware of this pattern of discrimination. They perceive that it is important for them to establish their careers before they have a family because it will be more difficult for them to enter the work force at a later age and excel at their careers. This anticipated age discrimination disparately impacts women, resulting in gender discrimination.

scholarly journals Rapunzel In Developing Economy: A Study About Relationship Between Globalization And Women Workforce Issues In Pakistan

2015 ◽  
Vol 10 (1) ◽  
pp. 225-238
Author(s):  
Roohi Mumtaz ◽  
Syed Shabib ul Hasan ◽  
Afsheen Nizam ◽  
Saima Akhter
Keyword(s):  
Gender Discrimination ◽  
Third World ◽  
Work Force ◽  
Double Standards ◽  
Female Labour ◽  
The People ◽  
And Performance ◽  
The Right ◽  
The Impact ◽  
The Relationship

As the globalization is bringing change in the business scenarios, there is a need to bring change in the mindset, beliefs, attitude and performance to bring change in the lives of the people. By definition globalization is the multifaceted financial, supporting, civilizing and the geographical development through which the flow of money, companies, innovative approach, talks and the employees have taken a transitional change. Women in third world economies are generally confined under social, cultural, religious and economic boundaries where they are not be allowed to utilize their true potentials and prosper. Under such suppression, businesses mostly prefer female labour, as they remain cheaper and obedient. The paper focuses on the relationship between globalization and the women work force issues in Pakistan. The study also highlights the impact of discriminatory acts like gender discrimination, gender employment segregation and financial biasness in Pakistani society. The findings reveal that discrimination and double standards in the society for women is very common and prevail, more obviously in Pakistan. There is a need to eliminate all the discriminatory elements from the mindset by taking visionary steps in the right direction.

Early Retirement Decisions and How They Affect Later Quality of Life

1996 ◽  
Vol 16 (2) ◽  
pp. 177-204 ◽  
Author(s):  
A.J. Maule ◽  
D. R. Cliff ◽  
R. Taylor
Keyword(s):  
Quality Of Life ◽  
Decision Making ◽  
Decision Analysis ◽  
Older Workers ◽  
Early Retirement ◽  
Western Europe ◽  
Manufacturing Sector ◽  
Work Force ◽  
Retirement Decisions

AbstractOlder workers are often placed in an unenviable position in the face of stereotypes which define them as increasingly marginal in the work force, and view retirement in terms of status loss and disengagement. Yet voluntary early retirement schemes have been a recent feature of work organisations of all types in Britain, Western Europe and North America. The nature of the decision-making processes of those involved in such schemes has not been widely researched and such studies as have been conducted have not drawn on the existing framework of decision analysis. This paper reports the findings of two linked studies into the early retirement decisions of men working in Britain for a large multinational company in the manufacturing sector. The first investigated the factors deemed to be important for a group of men at the point of decision whilst the second investigated both the factors deemed to be important and the quality of life of a group of men who had taken the decision to retire early between 18 months and 3 years previously. Both studies indicated that the decision-making process is complex and cannot be reduced to single-factors like health or financial status. The most important factor in the quality of life of early retirees was the matching of expectations of further work at the point of decision. The studies illustrated the utility of a decision analysis approach to the study of early retirement.

Entering the Retirement Zone: How Much Choice do Individuals Have?

2006 ◽  
Vol 5 (4) ◽  
pp. 507-517 ◽  
Author(s):  
Sarah Vickerstaff
Keyword(s):  
Individual Difference ◽  
Older Workers ◽  
Age Discrimination ◽  
Demand Side ◽  
Health Issues ◽  
Factors Affecting ◽  
Individual Difference Variables ◽  
The Individual ◽  
The Impact ◽  
Policies And Practices

Traditionally the factors affecting retirement are correlated with individual difference variables such as level of income, health issues and caring responsibilities. Studies have shown how these factors interact to predict the individual retirement process. However, the demand-side factors which structure opportunities for older workers have been somewhat less studied. This paper explores the employer role in retirement. By investigating the experience of employees and retirees from three organisations this article demonstrates that the employing organisation's policies and practices are key to understanding retirement transitions. In the conclusion the impact of forthcoming age discrimination legislation is considered.

Ageism in the Workplace

2017 ◽  
Author(s):  
David M. Cadiz ◽  
Amy C. Pytlovany ◽  
Donald M. Truxillo
Keyword(s):  
Older Workers ◽  
Age Discrimination ◽  
Older Individuals ◽  
Demographic Shift ◽  
Affective Component ◽  
Cognitive Component ◽  
Lower Performance ◽  
Younger Workers ◽  
Age Related ◽  
The Impact

The population is aging in most industrialized nations around the world, and this trend is anticipated to continue well into the future. This demographic shift impacts the workforce in that the average age of workers is increasing, and the workplace is becoming more age diverse, meaning different generations of employees are working side by side now more than ever before. Increasing age diversity can be problematic if misguided age-related attitudes, biases, and behaviors lead to ageism—the stigmatization of, and discrimination against, people based on age. Evidence of the impact of ageism in the workplace is being observed in increasing age-related discrimination claims as well as increased time for older people to find employment. Workplace ageism manifests from cognitive, affective, and behavioral components. Age stereotypes are associated with the cognitive component, age-related prejudice is related to the affective component, and age discrimination is aligned with the behavioral component. There is an abundance of research identifying age-related stereotypes and it is thought that these stereotypes influence how workplace decisions are made. Age-related prejudice research indicates that older workers are generally viewed more negatively than younger workers which can result in lower performance appraisals or older workers’ receiving harsher consequences for lower performance. Finally, age-discrimination research has identified that older workers struggle to find employment, to receive training and development opportunities, and to advance their careers. Although the majority of research on workplace ageism has focused on older individuals, younger workers also face challenges related to their age and this is a line of research that needs further exploration. Nevertheless, the accumulating evidence supports claims that workplace ageism has wide-ranging effects on individuals, groups/teams, organizations, and society.

Quota Women Are Threatening to Men

2017 ◽  
Vol 76 (3) ◽  
pp. 107-116 ◽  
Author(s):  
Klea Faniko ◽  
Till Burckhardt ◽  
Oriane Sarrasin ◽  
Fabio Lorenzi-Cioldi ◽  
Siri Øyslebø Sørensen ◽  
...  
Keyword(s):  
Decision Making ◽  
Organizational Performance ◽  
Gender Stereotypes ◽  
Perceived Threat ◽  
Preferential Treatment ◽  
Public Sector Employees ◽  
Different Types ◽  
Low Levels ◽  
Women In Decision Making ◽  
The Impact

Abstract. Two studies carried out among Albanian public-sector employees examined the impact of different types of affirmative action policies (AAPs) on (counter)stereotypical perceptions of women in decision-making positions. Study 1 (N = 178) revealed that participants – especially women – perceived women in decision-making positions as more masculine (i.e., agentic) than feminine (i.e., communal). Study 2 (N = 239) showed that different types of AA had different effects on the attribution of gender stereotypes to AAP beneficiaries: Women benefiting from a quota policy were perceived as being more communal than agentic, while those benefiting from weak preferential treatment were perceived as being more agentic than communal. Furthermore, we examined how the belief that AAPs threaten men’s access to decision-making positions influenced the attribution of these traits to AAP beneficiaries. The results showed that men who reported high levels of perceived threat, as compared to men who reported low levels of perceived threat, attributed more communal than agentic traits to the beneficiaries of quotas. These findings suggest that AAPs may have created a backlash against its beneficiaries by emphasizing gender-stereotypical or counterstereotypical traits. Thus, the framing of AAPs, for instance, as a matter of enhancing organizational performance, in the process of policy making and implementation, may be a crucial tool to countering potential backlash.

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