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long been well recognised. Among these factors, gender and age are
the most salient individual characteristics in terms of demographic and
social identity. Moreover, both gender and age are constructs rooted in
social contexts, culturally defined and subject to social changes.
The workforce is aging and the employment rate of workers aged
between 55 and 64 continues to expand in Europe (Eurostat, 2014) and
similar trends have been reported in other countries (e.g., Armstrong-
Stassen & Ursel, 2009).
Although in the past employment rates were lower among women,
this pattern has been changing and there is a noticeable increase in the
proportion of women in employment. However, in spite of directives to
ban discrimination on the grounds of individual characteristics and to
promote equality opportunity (e.g., European Court of Human Rights,
2010), surveys indicate that age and gender discrimination are seen to
be worsen in most Europeans countries (Ayalon, 2013). A substantial
body of research also reports age discrimination in the workplace (e.g.,
Heilman & Eagly, 2008; Posthuma & Campion, 2009).
Beliefs and attitudes towards employees impact on all Human Resources
(hr) practices. Although few job advertisements nowadays
specify age limits, preferences for a certain age group affect the decision
as to which group is chosen for selection or redundancy. Moreover,
various studies indicate that older employees (i.e., 50 years old
and above) receive lower job performance ratings than their younger
colleagues (see Jyrkinen & Mckie, 2012; Snape & Redman, 2003), although
other studies show a more complex picture (Loretto & White,
2006).
Descrição
Palavras-chave
Age factor
Contexto Educativo
Citação
Wilks, Daniela & Oliveira, António de (2014), ADDING GENDER TO THE AGE FACTOR. Rakowska, A., & Babnik, K. (Eds.). (2014). Human Resources Management Challenges: Learning & Development (pp. 177-187). ToKnowPress, Bangkok - Celje - Lublin. ISBN 978-83-65020-02-4.