Document Type

Contribution to Book

Publication Date

2018

Publisher

Taylor & Francis (Routledge)

Source Publication

Aging and Work in the 21st Century

Source ISSN

9781315167602

Original Item ID

10.4324/9781315167602-3

Abstract

In this chapter we will take up the topic of age and diversity in the workplace. Our emphasis is on examining diversity in terms of what are generally considered stigmatized minority identities. We will review the literature surrounding both visible (gender, race, social class) and concealable (LGBTQ) stigmatized minority identities and the issues that arise at the intersection of these and age. That is, we will address how age and other stigmatized identities can combine to jointly shape the experiences of employees across their work lives. The chapter will open with an introduction to our topic and then provide an overview of the lifespan and intersectionality perspectives. We will then review the literature regarding each of the minority identities and its intersection with age. For each, we will begin by briefly describing cross-classified demographics to give a sense of scope, and then describe the conditions that render an identity more salient, the likely stereotypes that are activated in such situations, and the effects of these situations on the work experiences of those possessing a given identity. We conclude by discussing practical recommendations for employers who seek to promote inclusivity using an intersectional lens.

Comments

Accepted version. "Diversity Issues for an Aging Workforce: A Lifespan Intersectionality Approach" in Aging and Work in the 21st Century. Eds. Kenneth S. Schultz and Gary A. Adams. New York: Taylor & Francis (Routledge) 2018: 34-58. DOI. © 2018 Taylor & Francis (Routledge). Used with permission.

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