As the nursing workforce continues to age, it is imperative that age discrimination becomes a relic of the past. We must retain our older and most expert nurses. Their skills and contributions should be valued and celebrated.
NursesRelationsArticle
Mary stewart, age 62, has worked as a registered nurse on the postpartum unit for the past quarter century. She began her long career in nursing in 1972, with her graduation from a nursing diploma program. Mary is capable, knowledgeable, experienced, and possesses well-developed interpersonal skills. She is adept in assisting mothers and newborns with their physical and emotional needs immediately after delivery. As a preceptor and mentor, she passes on her wisdom and knowledge to the younger nurses and new graduates on the unit. Over the years, mary has consistently received outstanding performance evaluations.
Due to dire economic conditions, her small community hospital was recently sold to a large hospital chain and the postpartum unit is now under new management. The new nurse manager does not value mary's vast experience, skill, and knowledge. Much to the contrary, mary senses increasing workplace hostility as she is singled out and undermined. During a six month period, mary is written up four or five times by the new nurse manager for petty, trivial things, such as not writing her name on the board in a patient's room. For the last write-up, she is suspended for three days. Mary believes that she is being targeted solely because of her age, as the younger nurses on the unit are not receiving such harsh criticism, nor are they being micromanaged. Eventually, she is fired for "poor performance." heartbroken, mary opts to retire from nursing altogether.
Mary's case, unfortunately, is not atypical. Cases based on age discrimination are not new, nor are they rare. Ageism is defined as negative attitudes, stereotypes, and discrimination against people based sheerly on age. Since we live in a culture that is youth-driven and youth-obsessed, ageism is pervasive throughout our society. This pervasive ageist attitude has profound implications for nurses, because the nursing population is aging more rapidly than the workforce as a whole. Ageism spawns a stubborn cache of harmful and hurtful negative stereotypes concerning older nurses that can result in unfair treatment directed towards them.
Common negative stereotypes concerning the older nurse
older nurses cost more. they have more illnesses, use more health care benefits, and use more sick time than younger nurses.
older nurses are unable to fully meet staff nursing job requirements. they no longer have the physical strength to meet the demands of the job.
older nurses are less flexible and adaptable and therefore, are difficult to train or teach.
older nurses are slow. they exhibit reduced speed and efficiency.
older nurses are resistant to change.
older nurses are unable to learn new technology, such as computer charting.
older nurses lack enthusiasm. they are less motivated or creative than their younger counterparts.
Stereotypes are unfair, as they are based on sweeping misperceptions and prejudice, but do not take into consideration the actual facts that define the individual person. For instance, I know some practicing nurses in their 60s who can run circles around nurses half their age.
Legislation that prohibits age discrimination in employment
Not only is ageism harmful and destructive, but it is illegal as well. Both federal and state laws prohibit discrimination based on age and protect employees from age-discrimination. Age is one of 10 protected classifications in u.s. Anti-discrimination law, such as race, gender, and disability.
The age discrimination in employment act (adea) prohibits, in general, discrimination against employees, or individuals seeking employment, starting at age 40 or older. Discriminatory actions based on age can take place within the following job functions: recruitment and hiring, promotion, transfer, wages and benefits, work assignments, leave requests, training and apprenticeship programs, discipline, layoff, and termination.
Grievances concerning age discrimination can be filed with the following federal agencies
U.S. Equal Employment Opportunity commission (EEOC)
U.S. Department of Labor
Office of Federal Contract Compliance Programs (OFCCP)
As the nursing workforce continues to age, it is imperative that age discrimination, such as the unfair treatment that mary endured, becomes a relic of the past. Performance evaluations should be based on the individual's ability to perform essential job functions without consideration of age. We must retain our older and most expert nurses. Their skills and contributions should be valued and celebrated.
