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Federica Previtali: Tackling ageism at the workplace by focusing on social interactions

Tampereen yliopisto
PaikkakuntaKalevantie 5, Tampere
Keskustakampus, Linna-rakennuksen luentosali K103 ja etäyhteys.
21.4.2023 9.00–13.00
PääsymaksuMaksuton tapahtuma
Ageism is a widespread phenomenon and age stereotypes are an obstacle for many to enter the workforce or progress in their working life. MSc (Organisational Psychology) Federica Previtali studied how age and ageism shape the relationship between employer and employee. The objective of the doctoral dissertation was to investigate how workers themselves use reference to age or ageist assumptions during human resources practices that have a strategic role for organisations.

From previous research, we know that ageism is reported and experienced in recruitment and performance management settings. Age stereotypes limit older persons’ chances to be hired for new jobs, and workers are often considered either “too young” or “too old” for promotion. This happens despite a general commitment by companies to unbiased processes and an endorsement of the values of diversity, equity, and inclusion.

“Looking at how people interact in authentic workplace settings can create new insights because, despite an organisational and personal commitment to equality, ageism can creep into our social interactions,” Federica Previtali underlines. Moreover, social interactions are at the core of every social phenomenon, from possible age discrimination to conducting competitive business.  

More attention is needed on how an inclusive culture is put into practice and how we take ageist norms for granted

Based on video recording of authentic workplace encounters, Previtali shows that employers and employees often refer to normative assumptions about age. “Interestingly, using age stereotypes in conversations, such as a colleague’s older age to strengthen a complaint, is not challenged by professionals”, Previtali explains.

Prejudices are often considered as belonging only to ‘biased’ or ‘immoral’ people. However, in social interactions, things are more complicated than on paper and workers attend to diverse interactional and organisational goals, such as making a good impression. To achieve these goals, professionals may refer to possible ageist accounts, which are not pointed out as wrong. This can be related to two things: a lack of awareness about ageism at the workplace, and the tendency to build solidarity between interactants based on shared identities. 

Overall, the results from this doctoral research can be used to advance age management in companies and to create more inclusive workplace practices. Previtali has produced some concrete advice for companies, among other things, educating about age as a category that goes beyond the mere date of birth, involving workers in creating policies to create accountability for inclusion, and setting up a diversity committee to handle strategic processes. These guidelines are titled ““Age(ism), diversity and inclusion in the workplace. A practical guide to age-inclusive practices and job interviews” and are included in the dissertation.

Previtali is from Italy and obtained her Master in Organisational Psychology from the University of Milano-Bicocca in Italy. She was part of Innovative Training Network EuroAgeism, funded by Marie Skłodowska-Curie actions under EU Horizon 2020. She has actively tried to bridge research and policies. She collaborated for three months with the United Nations Economic Commission for Europe in Geneva and produced a policy report and a policy brief.

After her doctoral defence, Previtali will continue her work to create an age-inclusive future. She will collaborate with Inlisol, a Finnish start-up, to co-create inclusive smart devices for healthy ageing. This project is funded by PoDoCo and Wihuri Foundation. She also obtained a grant from the Finnish Cultural Foundation to continue the work on strategic workplace interactions and analysing emotions in job interviews and the affective component of ageism.

Public defence on Friday 21 April

The doctoral dissertation of MSc (Organisational Psychology) Federica Previtali in the field of social psychology titled Dynamics of age and ageism in strategic workplace encounters will be publicly examined at the Faculty of Social Sciences of Tampere University on Friday 21 April at 12 o’clock at Linna Building, Tampere University, in auditorium K103. The Opponent will be Professor Sally Wiggins Young from Linköping University. The Custos will be docent Pirjo Nikander from the Doctoral School, Tampere University.

The doctoral dissertation is available online

The public defence can be followed via remote connection.

Photo: Jonne Renvall/Tampere University