Older people are a solution, not a problem

In the 20th century, life expectancy in Western societies increased by about 30 years, greater than in the previous 5,000 years of human history. What used to be the experience of a few has now become the destiny of many.

Yet, ageism is ingrained in many people’s mindsets. While many will readily profess that ageism is a dangerous attitude that undermines intergenerational solidarity, the reality is that most of us are ageists, and our society is permeated with ageism.

Ageism manifests itself in various ways and is often unintentional and well-meaning. There is often a notion that people cease to become persons by virtue of having lived a specific number of years.

Some in the medical profession, for instance, may refuse to administer aggressive treatment to patients of a certain age because extending their lives is hardly worth the effort.

Elderly people can often unknowingly behave like ageists when they solemnly declare that age is ‘all in the head’. Deferring or denying the realities of ageing only reinforces stereotypes about old age. What is really needed is a greater commitment to health schemes that promote the effective management of the medical conditions that afflict older adults.

Early retirement schemes are among the worst forms of discrimination against older workers, who are initially ostracised and then often pushed out of working life

But the most ruthless ageism is found in the workplace, where some employers actively discriminate against their older workers. Inherent in our business culture is the assumption that it’s natural for older workers to make way for younger ones.

Early retirement schemes are among the worst forms of discrimination against older workers, who are initially ostracised and then often pushed out of working life in what can best be described as ‘effective dismissal’.

Unsurprisingly, managers who promote these schemes are generally elderly themselves and believe they are never ‘too old’.

Social psychologist Dr Robert Butler describes these ‘exceptionalists’ very graphically: “These elders consider themselves the fortunate exceptions to society’s negative view of old people.” While they think of themselves as vigorous, productive and useful to society, they imagine most of their peers to be in ‘bad shape, useless and boring’.

The reality is that those who discriminate against their colleagues in this way do so because they are protected by their political or business patrons, with whom they often communicate by nods and winks.

Another form of ageism is often practised by patronising politicians who never cease to praise the contribution that “our elderly people” make to society. To these politicians, the old are just delightful as long as they limit themselves to attending the University of the Third Age and keep themselves busy looking after their grandchildren.

As long as the bulging ranks of older people fail to exploit their great potential political clout with grass-roots activism, political leaders will continue to treat them disgracefully and patronisingly.

Legislation against ageism is unlikely to change how society looks at older people. It is difficult to prove age discrimination in court. As far as I know, our Employment and Industrial Relations Act does not explicitly list ageism as a form of discrimination.

Laurie McCann, a senior attorney based in Washington, comments that there is rarely a ‘smoking gun’ that shows an employer’s transparent intent to discriminate. And courts are often quick to dismiss age-related comments as stray remarks.

The Grey Panthers is an American intergenerational organisation dedicated to promoting social justice by bringing together young and old, women and men, of all ethnic, racial and economic backgrounds. In one of its publications, Network, it provides guidelines on how society should act to stamp out ageism. These recommendations range from the amusing to the profound.

Their first advice is to ‘Quit complimenting people on how young they look’, as this perpetuates age-related barriers.

‘Promote intergenerational job sharing, part-time hours, and no hiring or retirement to a plan based on chronological age’ is yet another of their sobering pieces of advice.

But their best advice is a universal one that we would be wise to heed: ‘Fight ageism with two important weapons – knowledge and a willingness to approach every person, regardless of age, as an individual with unique strengths, weaknesses, options and opportunities.’

The pervasive and dangerous mindset of ageism in our society must not be combated by pitting youth against old age, but by promoting intergenerational solidarity.

As we face the daunting challenge of an ageing population and low fertility rates, we must mobilise older adults to address the human capital shortage, which is becoming the most serious threat to our society’s well-being.