ABUSE AND AGISM IN THE WORKPLACE
ABUSE AND AGISM IN THE WORKPLACE
BLOGGER: MEBANE POWELL, MSW
When you hear the term abuse, what pops into your mind? I bet that if I could talk to you directly, you would most likely think of abuse as something that occurs at home between partners, against children and against the elderly. Similarly, if I were to ask you do we live in an ageist society, I would wager that most of you would say yes. However, I would wager that few of you reading this thought about abuse and ageism as occurring in the workplace. I recently participated on a panel at the United Nations NonGovernmental Organization Committee on Aging meeting and I’d like to share some of my speaking points.
It is well recognized that the aging population is facing enormous challenges in the workplace, during economic times that some would call a perfect storm for ageism and abuse in the workplace. In his book The Longevity Revolution: The Benefits and Challenges of Living a Long Life, Dr. Robert N. Butler notes that “Ageism is a form of systemic stereotyping and discrimination against people simply because they are old” (p.40). However, mistreatment of older people is often not recognized as abuse when it occurs in the workplace.
The Madrid International Plan of Action on Ageing does address the rights of older people to serve as productive citizens and have their skills and abilities recognized and appreciated in both paid and civic engagement long after they turn 60 years of age. I urge everyone who is reading this to think of the issue around ageism and abuse in the workplace as a human rights issue.
I am often reminded of a quote regarding who and/or what determines which social problems should be addressed by policy; the quote is as follows: “Social ethics and political forces are intimately tied together, especially in terms of WHICH social problems to address, HOW to address them, and weather or not the disproportionate risk certain groups face is of paramount concern in the world of program implementation and practice” [Social Policy Analysis and Practice – Meenaghan, Kilty, Mcnutt].
Fortunately, the formation of policy to address the issue of bullying in the workplace as a social problem is occurring, and gaining strength. However, we (professionals, practitioners, advocates, and students) all have a responsibility to be aware of the need for the creation of policy that includes workplace education, organizational behavior, and the interplay between the individual and the organizational environment.
Research into the issue is needed in order to support and provide evidence for policy advocates. As I’ve told my students, research can be likened to creating a great symphony. Each section is in charge of carrying out their piece of music, each section supports the others, and each section has a chance to take the lead. In other words, research should not happen in a vacuum, all professions should work with each other, psychologists, social workers, economist, and public health professionals, must all play their part.
That being said, we are at a time where the coming together of professions is of utmost importance in order to answer the question: “What are the next logical and most productive steps research can take to provide outcomes and input into policy implementation and practice?”
In a presentation about psychological abuse in the workplace by Dr. Shah, two key points were raised. First, a legal definition of bullying would help employers develop policies – rules and regulations alone will not solve the problem. Second, In order to provide an effective strategy for combating ageism and abuse, we must also include education, conflict resolution mechanisms, and a commitment from employers that is based on good business practice.
However, there are also other issues to consider in terms of future research and policy formation that I would like to share with you, they are:
o The need for a clear and concise definition of abuse in the workplace in order for researchers and organizations to address the issue and to be able to measure the impact of policy implementation and outcomes (Does the implementation of a policy decrease the abuse?).
o What types of abuse are occurring in the workplace and how are workers defining abuse in the workplace? Is there consistency in the definition across industries? More importantly, how do we begin to measure ageism and abuse in the workplace?
o In terms of organizations, are there certain organizational structures that promote or prevent abuse and ageism from occurring? Or is it the culture of the organization that plays a larger role and is the key to prevention and/or promotion of abuse and ageism?
o Have prior discrimination policies been evaluated regarding the ability to implement policies within organizations? What were the challenges to implementing these policies and how can we use this information to increase the success of implementing policies regarding ageism and abuse in the workplace?
In conclusion, I want to remind everyone when investigating the issue around ageism and abuse in the workplace, to use the international human rights frame to guide us in future policy, practice, and research. Thank you!
What are your thoughts?
Mebane E. Powell is a doctoral student at Fordham University, Graduate School of Social Service. She has a Masters Degree in Social Work with a concentration in Research from Fordham University and a BA in Psychology from the University of North Carolina at Wilmington. Ms. Powell has worked in the field of psychosocial research since 2000, focusing on elder abuse as well as vision loss in the aging population.
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