The concept of Ageism was introduced by Butler in 1969, defining it as the process of systemic stereotyping and discriminating against people for being older, through thoughts, feelings and attitudes, which might be implicit or explicit, and are based on preconceived beliefs. Meanwhile, Recruitment and Selection practices show how companies are committed to a fair and equal recruitment. When such practices are perceived as discriminating, Human Resources Management is called to act. This Qualitative Meta-Analysis aimed to examine the impact that Recruitment and Selection practices, namely job advertisements and pre-screening and selection of candidates, have on the discrimination of middle-aged women in the labor market. The study also addressed the reasons behind Ageism, which can be physical, psychological and organizational, and the consequences that this discrimination causes to job applicants, employers and society in general. The findings allowed to conclude that there is, in fact, discrimination in the labor market for older employees, being more visible among women. One of the reasons that promotes greater discrimination against women is the impact that ageing appearance has in finding a job.
- Ageism
- Recruitment and selection
- Mature women
- Mestrado em Gestão de Recursos Humanos
O papel das políticas e práticas de recrutamento e seleção na discriminação das mulheres de meia-idade: uma meta-análise qualitativa
Ferros, M. B. E. S. (Student). 14 Dec 2022
Student thesis: Master's Thesis