Why Stereotypes Are More Harmful Than Facts For Older Employees

When it comes to older people in the workplace

Stereotypes not Facts do the Most Damage

Get your pen and paper ready because we’re talking about how stereotypes about a person’s age, cause more damage than facts about a person’s age

In today’s show we discuss several things including:

  • The relationship between Stereotype Threat and Age discrimination
  • The patronising nature of age based discrimination
  • How Researchers manipulate their participants and much more

Here’s some of what we discuss on the show:

Stereotype threat affects how people behave

stereotype threat refers to the knowledge that there are certain behaviours that fit this negative stereotype that could be taken as confirming the stereotype”

Stereotype threat affects is damaging for older employees 

Telling an older person that people assume that intellectual performance declines with age is more damaging than telling them research shows that intellectual performance declines with age”

Intergenerational contact may be the solution

“have you noticed how many researchers spend so much time on the problem, the brief solution they present is for contact among people who may be prejudiced against each other?”

SHOWNOTES

A Review and Meta-Analysis of Age-Based Stereotype Threat: Negative Stereotypes, Not Facts, Do the Damage

Whistling Vivaldi How Stereotypes Affect Us and What We Can Do [Book Review]

The Triple Threat That Makes Minority Groups Sabotage Diversity & Inclusion [Research Breakdown]

How Favouritism Threat Turns Diversity Advocates Like You into Diversity Opponents [Research Breakdown]

The Elements of Inclusion #4

Leaders must collaborate innovatively to leverage cultural expertise and drive business performance.

  • Why inclusive outcomes are driven by innovation
  • How developing a business case for diversity and inclusion specific to your organisation is a competitive advantage
  • Why novelty is at the heart of your inclusion journey

The Elements of Inclusion #3

Leaders must establish systems to ensure that everyone shares the same advantages and benefits. These processes will create incentives for inclusive behaviours.

  • How to augment your team with the tools and insights they need to prevent structural disadvantage
  • Why reinforcing generative norms ensures everyone belongs in the organisation
  • How inclusive representations can be embedded to promote an inclusive culture

The Elements of Inclusion #2

Leaders must redefine career development relationships to support inclusive performance.
  • Why traditional mentor relationships must be revised for an inclusive workplace
  • How leaders must embrace networks of developmental relationships for individual growth
  • Why established workplace norms must evolve for inclusion in the modern workplace

The Elements of Inclusion #1

Leaders must properly socialise people and socialise inclusive ideas by providing an environment for the cultural learning needed for an active role in an inclusive organisation

  • How your socialisation processes must evolve to encourage the sustainable cultivation of inclusive competencies
  • Why Leaders must consistently negotiate the line between organisational commitment and personal authenticity to promote performance
  • How developing intersectional self awareness can help leaders to leverage individual employee experiences