Comment about this article .5 senteses
Scenario: What Have We Found?
“So, what have we found so far?” Mike asked.
“There appear to be some demographic differences between those who believe in misinformation and those that don’t,” Christy answered.
“Race, gender, and socioeconomic status may play a role,” Juan said. “Did anyone notice anything about age?”
“We should talk to different age groups,” Susan said.
“I’m guessing older folks are more susceptible,” Mike said. “You always hear how they’re the most likely to fall for scams and cons.”
“We learned about the mental decline in older ages in lifespan development the other day,” Juan said. “Maybe that plays a role.”
“You’re not still focused on stupidity as a reason to believe in this?” Christy asked.
“No,” Juan answered. “I’m trying to focus on the data and science.”
“Well, it sounds like you’re saying older people are stupid.”
Juan realized that he was still focusing on mental functioning as the root cause of people’s belief in misinformation. The more he held to that, the more he overlooked other options.
The focus this week is on age stereotypes and ageism. Different cultures have different views of their elder members. This is one area of prejudice that everyone will face if they live long enough. How are older Americans viewed, and what obstacles do they face? What have your experiences been with ageism in your personal life or the media? Think about the introduction; how does our scientific understanding of aging relate to the prejudices about older Americans?
RESPONDE TO 2 LEARNER
LEARNER 1-Karolla Breda MuskusYesterday at 9:49 PM CDT
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I will be honest and say that I knew what ageism in the workplace was, but never actually witnessed it. In past jobs in other fields, many of my superiors were much older than me. They were highly respected and they were in these higher positions for a reason. When switching fields and I began my career in the Applied Behavior Analysis field I noticed first hand how this field is dominated by young adults. Almost all of my supervisors have always been under 30 and everyone working below them have been in their age range. Even our CEO is in her early 30s.
So does this job just naturally attract a younger crowd? Well I thought so until we had hired our first 42 year old behavioral tech. Unfortunately her time with the company didn’t last long. It was obvious that the managers expected her not to be able to withstand the grueling workload with little to no breaks and even though she struggled a little with the technology we use, it was evident that they were not willing to put in the time to help her with the small deficits, and did not see that her expertise with children clearly outweighed her lack of experience with something as small as technology.
This isn’t just this field though. Discrimination based on age happens everywhere and it is continuing to increase because of the rising cost of living. Many recently retired or ready to retire adults are now being forced to return to workforce to keep up with their living expenses (Tileva, 2022). Examples of ageism can range from acts as subtle as “over-the-hill” jokes to being let go when reaching retirement age. Discrimination against age worsens as there are also smart systems in place that “weed out” older applicants by pulling graduation dates to easily identify applicants that are out of the desired age-range for recruiters (Hey, 2022). Aging is deemed as such a loss when in reality, with age comes experience. It’s important that when looking for a diverse work
LEARNER 2–Hi Karolla,
This is a great post! I also work in the field of Applied Behavior Analysis and have noticed that it is a field dominated by younger employees, especially Behavior Technicians. I’m fortunate that my company has some leadership that is more experienced and older. I had some concerns expressed regarding some of my older BT hires, however, they proved themselves to be more reliable, better communicators, and adored by families and clients. Our training team has made efforts around providing IT support so that technology is not a barrier to becoming a great clinician. Overall, I hope that employers can realize that the time and patience possibly needed for extra technology training and support will be well worth it for the level of experience and commitment an older employee brings to the table.
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