CASE STUDY      INCLUSIVE DESIGN

COMBAT AGEISM TOOLKIT

This project originated from my Inclusive Design class in the graduate program. This case study demonstrates my process of designing a physical toolkit to promote inclusive practices in the human resource industry.

WHAT IS AGEISM?

World Health Organization (WHO) refers to ageism as stereotypes (how we think), prejudice (how we feel), and discrimination (how we act) towards others or oneself based on age.

WHY DOES AGEISM MATTER?

Ageism can happen to anyone and everyone is bound to be old and experience ageism at some point. Studies have shown that 82% of adults aged 50-80 years old experience some form of ageism in their daily lives.

WHY FOCUS ON THE WORFORCE?

Coming into the project, the team all agreed to focus our research effort on the workforce aspect, it was due to a mix of personal influence (my parents' ageism suffrage in the workforce as first-generation Americans), and alarming statistics of ageist discrimination in the workforce.

We understood that advocating inclusive practice in the workforce is an ambitious task. We decided to poke our first hole in the HR industry because this is where workforce ageism starts for everyone.

RESPONSIBILITIES

There was a team of four working on this project. I was in charge of research and finding ways to penetrate inclusive practice in the workforce. 

ANALYSIS

HR INTERVIEWS

Each team member was tasked to speak with our respected HR managers within our places of work. We wanted to have a deep conversation with our target audience to get a professional response on the research we did. As well as what will be the optimal device or object we can create that can help us advocate in the HR industry.

We got nothing but support from our HR managers, they were fully aware of ageism in their line of work and they all expressed concerns. They validated my research on the common HR ageist discrimination. This gave us huge confidence moving forward.

ANALYSIS

RESEARCH INSIGHTS

I led the research effort using online resources to identify areas of ageism within the HR industry. My findings were both revelating and haunting, because the more I looked into this issue, the bigger my research escalated. Here is a quick recap of the most common ageist discrimination within business hiring.

INTRODUCING

THE TOOLKIT FOR INCLUSIVE HIRING

The toolkit is a device for the team to advocate inclusive hiring through in-person workshops or use internally within the hiring team to advocate best practices. It is meant to raise awareness and inspire inclusive champions within the organization. 

The toolkit begins with background information about ageism such as its definition and history.

Then, it goes into our 8 practicable principles; and ends with some exercises, reflections, and references.

Each principle goes into greater detail on why is this part of the eight principles, what is the benefit of hiring mature workers and how to practice inclusive hiring to avoid ageism.

COMING NEAR YOU

WORKSHOP IN PROGRESS

We are working with the professor to come up with an inclusive hiring workshop for corporate HRs and recruiters to have hands-on practice to combat ageism. It will also be a great opportunity to use the toolkit as referencing material.