By Denise Gosselin Caldera M.A. (auth.), Patricia Brownell, James J. Kelly (eds.)
This booklet promotes an realizing of ageism, discrimination and mistreatment of older grownup staff, incorporating a world human rights standpoint. The influence of ageism at the mistreatment of older grownup staff has to not date been tested extensive throughout the lens of overseas human rights tools, nor has discrimination opposed to older adults within the office been framed as a sort of elder abuse for study and coverage making reasons.
This ebook provides a multi-disciplinary exploration of those issues as they have an effect on paintings and retirement of older adults. It displays the view that older those that decide to paintings into outdated age might be capable of accomplish that in allowing paintings environments that advertise dignity and are freed from abuse.
The contributing authors come from many disciplines, together with legislations, psychology, social paintings, company, and overseas affairs. Many are individuals of the foreign community for the Prevention of Elder Abuse (INPEA), a non-governmental association with consultative prestige on the United international locations, and feature committed their expert careers to extend information and realizing of elder abuse which will hinder it. The editors desire that broadening the framework during which elder abuse within the office is known will stimulate extra examine, coverage and software improvement to handle this troubling social challenge.
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Additional resources for Ageism and Mistreatment of Older Workers: Current Reality, Future Solutions
These features of the working lives of older adults, those 60 years of age and older, co-occur and P. D. • M. W. edu P. J. 1007/978-94-007-5521-5_2, © Springer Science+Business Media Dordrecht 2013 17 18 P. Brownell and M. Powell interact to create challenges for those adults who choose to remain in the workforce late in life. An understanding of how these phenomena interact in the workplace is important in order to develop and implement effective policies, programs and organizational change that address these issues simultaneously.
A profile of older Americans: Employment. aspx Administration on Aging. (2010). A profile of older Americans 2010. gov/AoARoot/aging_Statistics/Profile/2011/ Barnett, R. (2005). Ageism and sexism in the workplace. Generations, 29(3), 25–30. , & Collins, J. B. (1989). Family-mediated abuse of non-institutionalized elder men and women living in British Columbia. Journal of Elder Abuse & Neglect, 1(1), 45–54. Butler, R. N. (1989). Dispelling ageism: The cross-cutting intervention. The Annals of the American Academy of Political and Social Science, 503, 138–147.
Today’s retirees, on the other hand, can expect to live up to two decades after retirement (Duchesne 2004). Recent years have seen an increase in older workers staying in the labor force. Many like to continue working because they love their jobs and feel they have much to contribute. Others work past retirement because they need the income (Duchesne 2004). The labor force participation rate for men age 55–64 has seen a continuous increase from 58% in 1995, to 67% in 2007 and in women, age 55–64 labor force participation rates increased from 35% in 1995 to 53% in 2007 (Ferrao and Marshall 2007).
Ageism and Mistreatment of Older Workers: Current Reality, Future Solutions by Denise Gosselin Caldera M.A. (auth.), Patricia Brownell, James J. Kelly (eds.)