As universities around the world strive to cultivate diverse and equitable communities, a recent study from the Brown School at Washington University in St. Louis highlights the necessity of recognizing age as a fundamental dimension of diversity.
鈥淎ge as an identity factor is not given much attention in diversity, equity and inclusion (DEI) initiatives in higher education,鈥� said Nancy Morrow-Howell, the Betty Bofinger Brown Distinguished Professor of Social Policy and lead author of the study 鈥�,鈥� published in the Journal of Gerontological Social Work.
鈥淎lthough focus group participants acknowledged the pervasive ageism in these highly age-segregated institutions, age is not regarded as an important factor to address in their programming,鈥� Morrow-Howell said.
Findings from six focus groups in the study suggest that age is not given much attention in DEI initiatives. Participants acknowledge the issue of age; but in general, they strive to keep other identities, such as race and gender, in the forefront, especially in the face of low resources. The six focus groups included 42 DEI personnel representing 36 institutions across the U.S.
鈥淎s a society, we don鈥檛 react to ageism very strongly. If we even see it, we accept it,鈥� Morrow-Howell said. 鈥淭here is no social pressure to confront it, no MeToo movement or Black Lives Matter.聽DEI personnel on campuses have few resources, and they feel they can鈥檛 afford to divert attention from other marginalized identities.鈥�
The research highlights the following key findings:
Intersections of age and identity: Age intersects with other dimensions of identity, such as race, gender and socioeconomic status, shaping individuals鈥� experiences and perceptions within educational institutions.
Challenges and opportunities: While age diversity presents unique challenges, such as intergenerational conflicts and differential access to resources, it also offers rich opportunities for cross-generational learning and collaboration.
Inclusive policies and practices: Effective DEI initiatives must incorporate age-inclusive policies and practices to address the diverse needs and perspectives of all members of the university community.
鈥淚f we are lucky enough to live a long time, we will experience ageism,鈥� Morrow-Howell said. 鈥淎geism is discrimination against one鈥檚 future self. So, working toward a more age-just society will benefit all of us.
鈥淒EI staff members gave many examples of how 黑料社s, faculty and staff experienced age discrimination and age bias. Admissions, job placements, promotions and development opportunities, belongingness on campus聽鈥� all are constrained by ageism. Everyone will have a better chance of a long and healthy life if we can reduce ageism in our organizations.鈥�