The Cross-Generational Discrimination

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Harmful biases may present themselves in forms that not many people recognize. Ageism is one such discrimination that is widely accepted among many companies, with over 78% of older and many younger workers being subjected to it (Hasserot, 2021). I observed this phenomenon myself, as I have been deemed inexperienced in a situation where I had the necessary skills, yet my age made people consider me less worthy. Nowadays, younger people are thought to be lacking the potential for long-term commitments and have everything given to them by others. This perception leads to younger adults being hired at a lower rate and creates systemic oppression.

Older adults can be subjected to similar situations where their physical fitness would be disregarded merely because of their age. Frailty is not a myth, yet it does not prohibit people from participating in society. These generations can also be expected to have issues with memory. While such a deterioration does occur in some cases, it is detrimental for people to consider every older person as prone to Alzheimers (Levy, 2018). Systemic oppression in the form of forcing retirement upon older adults is a common practice.

Cross-generational conflicts are more common than people perceive them. Interpersonal discrimination often stems from ones view on older or younger people being not fit for a task, as it is acceptable to call them geezer or kid (Hasserot, 2021). People who are experiencing ageism can promote the positive qualities that make them superior to younger or older workers, despite the usual stereotypes. For example, an older person can remain physically fit, or a young worker can increase their self-worth without relying on their parents. In conclusion, the adverse impact of cross-generational discrimination can be seen in the vast majority of modern societal structures, yet it is not a well-addressed phenomenon.