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Doing age in the workplace: Exploring age categorisation in performance appraisal.

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Ageism in workplaces persists as managers and employees use age categories in performance reviews. This perpetuates discriminatory norms, hindering age-inclusive policies and an equitable work environment.

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Area of Science:

  • Organizational Behavior
  • Sociology of Work
  • Social Psychology

Background:

  • Ageism in the manager-employee relationship is a significant barrier to age-inclusive workplaces.
  • Labor market ageism stems from age being a primary organizing principle in employment relations.

Purpose of the Study:

  • To investigate how normalized age categories (stages of life) are used in performance appraisals.
  • To analyze the discursive practices of 'doing age' within workplace interactions.

Main Methods:

  • Analysis of video recordings of performance appraisal interviews.
  • Qualitative examination of discursive strategies employed by managers and employees.

Main Results:

  • Identified three discursive methods of 'doing age': quantification, 'ageing within the organization,' and age-group identification.
  • Demonstrated that age categories and attributes are socially constructed and enacted in interactions.
  • Showcased how these practices sustain organizational activities while reinforcing age stereotypes.

Conclusions:

  • The social construction and enactment of age categories in performance appraisals reinforce discriminatory age norms.
  • The power of 'stages of life' categories is embedded in organizational culture, challenging inclusive policies.
  • Organizational culture plays a critical role in perpetuating ageism, necessitating targeted interventions.