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Ageism, gerontological nursing and healthcare contexts
Professors Kathleen Hunter and Sherry Dahlke from the University of Alberta's Faculty of Nursing explain why gerontological nursing education is key to addressing the unconscious negative stereotypes about ageing and improving care for older adults. Ageism is worldwide and is apparent in healthcare professions and health systems. (1) This is partly due to healthcare systems, particularly hospitals, that are institutionally ageist because they are designed for younger people with one acute condition rather than the majority of users who are older adults with chronic and acute conditions. (2) Moreover, healthcare professionals, of which nurses are the largest group that interact with patients, may be unconscious about their negative biases towards older people. Nurses' unconscious biases are often demonstrated by overaccommodating older patients due to an underlying belief that older people are less capable. (3) Nurses may feel pressured to engage in overaccommodation to save time because they are working in hospitals where they experience time constraints due to short staffing, lack of material resources, and hospital cultures that focus on medical acuity. (4)

In this article, we outline how the response to the coronavirus (COVID-19) pandemic has the potential to fundamentally change how we think and feel about our own age, and how we think and feel about other age groups. Specifically, we outline how discourse surrounding the pandemic has strengthened the homogeneous view of older adults as vulnerable, has socially stigmatized being an older adult, and has exacerbated hostile and benevolent expressions of ageism. We explore the impact of these changing dynamics on intergenerational cohesion and relations, and propose that understanding theories of ageism will be essential for how we handle future pandemics in order to reduce the potential negative impact of crises on individuals as well as on communities and societies.

In the context of a gradually ageing labour force and skills
shortages, discrimination against older workers has recently become an
issue of public policy concern. Ageism is arguably more pervasive in the
hospitality industry than elsewhere; a recent follow‐up study confirms
that hospitality organizations continue to rely heavily on younger
workers and show little disposition to capitalize on the acknowledged
benefits which older workers can offer. Consequently, these
organizations do not appear to be well placed to manage future
developments in the labour market, particularly in relation to obtaining
managers.

Cover -- Title -- Copyright -- Contents -- Introduction -- Chapter 1: Where Ageism Comes From and What It Does -- Chapter 2: Our Ages, Ourselves: Identity -- Chapter 3: Forget Memory: The Older Brain -- Chapter 4: Health, Not Youth: The Older Body -- Chapter 5: No Expiration Date: Sex and Intimacy -- Chapter 6: Not Done Yet: The Workplace -- Chapter 7: Long Life Is a Team Sport: The Independence Trap -- Chapter 8: The Bull Looks Different: The End of Life -- Chapter 9: Occupy Age! Beyond Ageism -- Notes -- Index.

"When we think about the "pictures in our heads" that media create and perpetuate, what images are we truly referencing? Issues of media stereotypes and representation (both past and present) are crucial to advancing media literacy. Media Stereotypes: From Ageism to Xenophobia becomes one-stop shopping for synthesizing what we know within the composite of stereotyping research in the United States. Utilizing a cast of top American scholars with deep roots in asking stereotype-based questions, this book is essential reading for those wishing to understand what we know about past and present media representations as well as those wishing to take the baton and continue to advance media stereotyping research in the future"--

"This book examines the discourses on ageing and ageism in Indian culture, politics, art and society. It explores its representations and the anxieties and fears associated with old-age. The volume looks at ageing within the contexts of the larger discourses of gender, sexuality, nation, health and the performance and politics of ageing. The essays grapple with diverse issues around ageing and elder care in contemporary India, shifts in socio-economic conditions and the breakdown of the heteropatriarchal family. The book includes personal accounts and narratives that detail the daily experiences of ageing and living with disease, anxiety, loneliness and loss for both elders and their friends and families. The book also explores the models of alternative networks of kinship and care that queer elders in India create in India as well as examining narratives-in society, art, sports and popular culture that both critique and challenge stereotypical ideas about the desires, aspirations, and mental and physical capabilities of elders. Topical and comprehensive, this book will be useful for scholars and researchers of gerontology, literature, cultural studies, popular culture, sociology, social psychology, queer studies, gender studies, social anthropology and South Asian studies"--

Adapted from the source document.

A history of ageism as a disease is presented, specifying many of its manifestations, which still linger today despite years of effort to dispel myths about older people. Concerning the treatment of ageism as a disease, knowledge is the most basic intervention, serving as antidote for numerous erroneous but widely held beliefs. Interventions of special interest are outlined, including support for older people's sense of mastery, provision of specially designed self-help books, & recognition of older people both as constituting an important market & as potentially contributing to the productive capacity of the society. Modified HA

PurposeThe purpose of this paper is to explore the Brazilian managers' attitudes toward older workers, and how those attitudes explain HRM decisions in hypothetical scenarios.Design/methodology/approachBrazilian managers (n=201) reported their attitudes toward older workers and their decisions in scenarios involving an older vs a younger applicant/worker.FindingsIn spite of expressing positive attitudes toward older workers, a significant number of managers chose a younger one even when the older worker is described as more productive. To build a better understanding of how attitudes predict decisions, it is necessary to identify attitudinal profiles and the interplay between attitudinal dimensions, rather than simply studying each dimension separately. Attitudinal profiling also shows that some managers discriminate against younger workers, a finding, that is, ignored when (only) regressions are taken into account. The managers' attitudes and behavioral intentions relate with their age. Evidence does not support the double jeopardy effect against older women workers.Research limitations/implicationsThe sample is small. The scenarios cover a reduced number of HRM decisions. The data about attitudes and decisions were collected simultaneously from a single source. The findings may be influenced by idiosyncrasies of the context. Future studies should also consider real situations, not hypothetical ones.Practical implicationsEfforts must be made (e.g. via training and development) to raise managers' awareness about the consequences of ageism in organizations.Originality/valueEmpirical studies about managers' perceptions/attitudes toward older workers are scarce. Studies in the Brazilian context are even scarcer.

"Older adults may be the world's fastest growing demographic. Yet they remain vulnerable to biases and barriers that would be intolerable if directed at others. Such an indictment puts the onus on deconstructing the idea of ageism in terms of what it means ("a riddle"), how it works ("a mystery"), why it persists ("an enigma"), and what can be done about it ("a puzzle"). Reference to ageism must go beyond the idea of a "bug" in the system. Rather, ageism is the system, the default reality of an ageist society designed by, for, and about the young and able-bodied. Ageism also intersects with other forms of identity and inequality such as gender and race to amplify the downside of getting older and being old. Initiatives for advancing a rights-based, age-inclusive society must focus on calling out ageism as a precondition for calling in a national reset"--

Women tend to live longer than men, and thus typically have more interactions with the healthcare system in old age than men do. Ageism and stereotypes of older people in general can have an important impact on elders' physical and mental health and well‐being. For example, internalized negative stereotypes can produce self‐fulfilling prophecies through stereotype embodiment and contribute to weakness and dependency. Ageist beliefs and stereotypes can interfere with health care seeking as well as with diagnosis and treatment recommendations; they can, for example, contribute to gender disparities in the health care of older adults if older women are perceived as too frail to undergo aggressive treatments. Ageism also results in disrespectful treatment of older patients, which is communicated through baby talk and other forms of infantilization or the shrugging off of patients' complaints and concerns as "just old age." Intersectional identities can result in a cumulative burden for older women patients who may have a history of disrespectful treatment for other reasons (e.g., sexism, racism, bias against lesbians). Reduction of ageism and sexism and promotion of more realistic and diverse views of older women could improve doctor–patient relationships, facilitate adherence to treatment regimens, and reduce disparities in health and health care.