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Workforce and culture · Foundation
Recognize ageism toward younger and older people, apply federal and Minnesota age protections at the right level, and replace generational stereotypes with individual, person-centered practice.
About 48 minutes, plus optional practice · 4 lessons · Voluntary learning
Explain the World Health Organization's three-part description of ageism: stereotypes, prejudice and discrimination.
Describe who is protected under the federal Age Discrimination in Employment Act.
Summarize what the National Academies found about the evidence for generational differences at work.
Describe the federal Age Discrimination Act and the kinds of programs it covers.
Review one standard letter, form or intake script you use. Check whether it assumes a preferred channel or decision-maker by age, and suggest a change that offers the person a choice.
Recognize ageism toward younger and older people, apply federal and Minnesota age protections at the right level, and replace generational stereotypes with individual, person-centered practice.
Review one standard letter, form or intake script you use. Check whether it assumes a preferred channel or decision-maker by age, and suggest a change that offers the person a choice.
Participation and course completion in this program do not count toward DHS-required training credits unless management, a director, or DHS leadership expressly approves an exception.
Supports the description of ageism as stereotypes, prejudice and discrimination toward others or oneself, the institutional, interpersonal and self-directed forms, and effects on younger people.
Supports the definition from the global report, the one-in-two survey finding and the three strategies of policy and law, education and intergenerational contact. Survey findings describe attitudes, not individual workplaces.
Supports ADEA coverage of people forty and older, the twenty-employee threshold, covered employment decisions, age harassment and the note that favoring an older worker is not prohibited.
Supports that Minnesota employment age protection covers people over the age of majority. Formal determinations rest with MDHR and the courts.
Supports the finding that evidence for generational differences in work values is weak, the age, period and cohort distinction, and the recommendation to focus on individual needs.
Supports that the Age Discrimination Act protects people of all ages in federally assisted programs, excludes most employment practices and allows age distinctions set by statute and other narrow exceptions.