Situating age (in)equality within the paradigm and practices of diversity management

This chapter examines how age discrimination and the older worker have been situated within the diversity approach to managing equality. After exploring the evolution of diversity management and why it became the dominant managerial approach to tackling workplace inequalities, the chapter explores its influence on the ways in which organisational age discrimination and the older worker have been treated within management practices and policies. The chapter then moves on to assess critically the concept of age diversity, exposing some of its inherent tensions that may limit managerial attempts to challenge age inequality, and illustrates these tensions through empirical studies of age discrimination. We conclude with some reflections on challenging organisational age inequality, paying particular attention to the role of broader social norms and perceptions about ageing, and how these must be considered if we are to change workplace attitudes or behaviours that perpetuate discrimination based on age