As universities around the world strive to foster diverse and equitable communities, a recent study from the Brown School at Washington University in St. Louis highlights the need to recognize age as a fundamental aspect of diversity.
“Age as an identity factor has received little attention in diversity, equity, and inclusion (DEI) efforts in higher education,” says Betty Bofinger Brown Distinguished Professor of Social Policy and author of the research “Age said Nancy Morrow Howell, lead author of “As of Age.'' “Elements of Diversity, Equity, and Inclusion Initiatives in Higher Education,” published in the Journal of Gerontological Social Work.
“While focus group participants acknowledged the ageism prevalent in these highly age-segregated institutions, age is not seen as an important factor to address in programs,” Morrow-Howell said. .
Results from the six focus groups in this study suggest that age is not often considered in DEI efforts. Participants are aware of the age issue. But they generally seek to foreground other identities, such as race or gender, especially in low-resource settings. The six focus groups included 42 of his DEI employees representing 36 institutions across the United States.
“As a society, we don't react very strongly to ageism. Even when we see it, we accept it,” Morrow-Howell said. “There's no social pressure to stand against this, no MeToo movement, no Black Lives Matter. Her DEI staff on campus has few resources and feels they can't afford to divert attention from other marginalized identities.” Masu.”
If we are lucky enough to live long enough, we will experience ageism. Age discrimination is discrimination against your future self. Therefore, it would be in the interest of all of us to work towards a more age-appropriate society.
Nancy Morrow Howell
This study revealed the following key findings:
The intersection of age and identity:Age intersects with other aspects of identity, such as race, gender, and socio-economic status, to shape an individual's experiences and perceptions within an educational institution.
challenges and opportunities: Age diversity poses unique challenges, such as generational conflicts and differential access to resources, but it also provides rich opportunities for intergenerational learning and collaboration.
Inclusive policy and practice: Effective DEI efforts must incorporate age-inclusive policies and practices to address the diverse needs and perspectives of all members of the university community.
“If you're lucky enough to live long enough, you're going to experience ageism,” Morrow-Howell says. “Age discrimination is discrimination against our future selves. It is therefore in all our interests to work towards a more age-appropriate society.
“DEI staff provided many examples of how students, faculty and staff have experienced age discrimination and age bias. Everything from admissions, employment, advancement and development opportunities, to belonging on campus, We are constrained by ageism. If we can reduce ageism in organizations, we all have a better chance of living long, healthy lives.”
