# Exploring Workers’ Experience in Public Administrations: Intergenerational Relations and Change as Difficulties and Potential

## TL;DR

This study explores how age and gender intersect to affect the work experiences of public sector employees, revealing challenges like gendered ageism and its impact on well-being.

## Contribution

The study introduces the concept of gendered ageism as a distinct stressor in public administration, highlighting its intersectional impact on employees.

## Key findings

- Positive relationships with colleagues and a drive for change act as potential resources for employees.
- Gendered ageism manifests through stereotypes, pressure on women's appearance, and exclusionary dynamics.
- Organisational imbalances and gendered ageism significantly undermine job satisfaction and employee health.

## Abstract

Background: In a context of profound transformation within Public Administration, the growing generational diversity of the workforce poses critical challenges to organisational well-being. While ageism is a known risk, the intersectionality of age and gender—manifesting as gendered ageism—remains an under-explored area that can significantly undermine job satisfaction and employee health. Objective: This study aimed to explore the subjective work experience of public sector employees, specifically focusing on intergenerational relations and the impact of gendered ageism. Methods: A qualitative study was conducted involving 30 employees of the Italian Public Administration, recruited via purposive sampling. Data were collected through semi-structured interviews lasting approximately 38 min and analysed using a thematic analysis of elementary contexts via T-Lab software. Results: The analysis revealed four distinct thematic clusters positioned along two main factor axes (Individual/Organisation and Difficulties/Potential). The results show a dichotomy: while positive relationships with colleagues (Cluster 1) and the drive for change (Cluster 4) act as potential resources, the experience is marred by significant difficulties. These include organisational imbalances (Cluster 3) and, crucially, specific experiences of gendered ageism (Cluster 2), manifesting as stereotypes, pressure on women’s physical appearance, and exclusionary dynamics. Conclusions: The findings highlight that gendered ageism is a distinct stressor impacting workforce sustainability. Combating intersectional discrimination represents a strategic priority to safeguard well-being, retain skills, and build a healthy, resilient, and productive working environment.