Ageism, Age Relations, and Garment Industry Work in Montreal

This study examined the complexities of age relations at work. Garment workers believed that their fate was linked to ageism and that their work experience was discounted by management. Managers wanted to be rid of older workers because they commanded higher wages than younger workers. The issue was...

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Bibliographic Details
Published in:The Gerontologist 2001-02, Vol.41 (1), p.111-122
Main Authors: McMullin, Julie Ann, Marshall, Victor W.
Format: Article
Language:English
Subjects:
Adult
Age discrimination
Age Factors
Ageism
Class
Clothing industry
Emigration and Immigration
Ethnicity
Female
Focus Groups
Garment Industry
Gender
Humans
Industry - economics
Inequality
Male
Middle Aged
Minority & ethnic groups
Montreal, Quebec
Personnel Management
Prejudice
Quebec
Retirement
Salaries and Fringe Benefits
Sex Factors
Social classes
Stereotyping
Workforce
Workplaces
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Summary:This study examined the complexities of age relations at work. Garment workers believed that their fate was linked to ageism and that their work experience was discounted by management. Managers wanted to be rid of older workers because they commanded higher wages than younger workers. The issue was cost reduction, and age was implicated unintendedly. Still, managers seemed to use stereotypical images to discourage older workers and they did not organize work routines to facilitate the adaptation of them. Instead, they subcontracted the easy jobs, relying on the experience of the older employees for difficult work while not adapting the workplace. Theoretically, the authors argue that ageism and age discrimination can best be understood through a recognition of the importance of structured age relations and human agency.
ISSN:0016-9013
1758-5341
DOI:10.1093/geront/41.1.111