A new report by Per Capita about employment and older people advises that stereotyping, even if positive, is still stereotyping and not helpful for employers. Indeed, the report reminds us that ageism can be applied to any age group, but more recently it has been captured in policy agendas as a term belonging older people. The research for the report, “What’s Age Got to Do With It?“, was carried out by Philip Taylor* and Warwick Smith. The report challenges some of the notions in the Willing to Work report by the Human Rights Commission. It also suggests that ageing advocates might like to rethink some of their messages.
“Age-based stereotypes (such as loyal, reliable, wise) are often used by older people’s advocates but recent research has shown that these stereotypes may be reinforcing already existing negative views of older workers among employers because these are not the traits they are primarily looking for in employees. This has potentially important implications for efforts to overcome age discrimination by employers. Not only are older workers being promoted in terms of qualities that employers are already more likely to ascribe to them, such qualities are given a lower weighting in terms of employment decisions that take account of productivity.”
The New Daily and Crikey posted articles based on the report. The full report can be downloaded from the Per Capita website.
*Professor Philip Taylor is a Director of CUDA
“Diversity is being asked to the party; inclusion is being asked to dance.” This is a great quote from Verna Myers. Her context is the workplace and the employment and advancement of women and people of colour. But of course, it is relevant to all other groups that are seeking inclusion. The Harvard Business Review in its article, Diversity doesn’t stick without inclusion discusses this issue. It is one thing to have a diverse population, but that doesn’t mean equity or inclusion will automatically follow. The HBR puts it in the employment context, “Part of the problem is that “diversity” and “inclusion” are so often lumped together that they’re assumed to be the same thing. But that’s just not the case. In the context of the workplace, diversity equals representation. Without inclusion, however, the crucial connections that attract diverse talent, encourage their participation, foster innovation, and lead to business growth won’t happen.”
Editor’s note: I co-wrote a paper on inclusion being something where you have to wait for the “mainstream” group to invite you in. Inclusiveness is something that is present, it is happening now. You can see the slideshow version too which has some explanatory graphics.
The United Nations’ Special Rapporteur on the right to adequate housing invites organisations to complete her survey. Governments, human rights institutions, organisations and networks, including organisations of persons with disability, and other relevant stakeholders, are encouraged to share contributions and inputs for her report. She welcomes information on innovative approaches and successful programmatic and legislative initiatives as well. The survey questionnaire can be accessed in English, French and Spanish by going to the webpage to download in Word or PDF.
There does not seem to be an Easy English version. There are 8 questions – below are the first three:
- Please explain how the right to housing of persons with disabilities is guaranteed in domestic law, including constitutional provisions and human rights legislation.
- Please provide any useful statistical indicators, analysis or reports regarding housing condition of persons with disabilities, the extent of homelessness and discrimination, (including failure to provide reasonable accommodation) in the private or public sectors. Please also provide references to any documentation (written, visual or otherwise) of the lived experiences of the housing conditions of people with disabilities.
- Please provide data on the number of persons with disabilities living in residential institutions and relevant information on the progress towards developing or implementing deinstitutionalisation strategies to facilitate a sustained transition from institutions to community based living arrangements.
Griffith University in Brisbane has been running a series of Walk the Talk Forums with other organisations related to human rights, and the National Disability Strategy (NDS). The topic of the latest forum in March 2017 was, Realising the 2010-2020 National Disability Strategy. The event was filmed and live captioned and is now available for download as a video and as a transcript.
Each speaker can be downloaded separately. Alastair McEwin and Kevin Cocks AM were keynote speakers. Other presenters focus on each of the six stated outcomes of the NDS:
- Inclusive and accessible communities
- Rights, protection, justice and legislation
- Economic security
- Personal and community support
- Learning and skills
- Health and wellbeing
Download the video of all presentations and choose the speakers from the chapter list.
Download the official transcript in pdf.
Download the presentation slides in pdf.