We need to talk about ageism
There’s growing evidence of change afoot in attitudes toward age, ageing and older people and it’s about time.
After decades of pondering – and usually catastrophising – about the impact on society of the dreaded ‘ageing population’, we may just be reaching a tipping point.
This term, tipping point, is described by Malcolm Gladwell in his bestselling book of that title as the “magic moment when an idea, trend, or social behaviour crosses a threshold, tips, and spreads like wildfire”.
US ageism activist, Ashton Applewhite, suggests we might be there. She is the author of This Chair Rocks – A Manifesto Against Ageism and will be visiting Australia in November this year.
“The Guardian has just appointed a Longevity Reporter, for example,” she said, “who interviewed me at length and kept asking whether the culture was at a turning point”.
Applewhite argues most people are looking to cash in on the ‘longevity economy’ by selling products and services to a generation that controls most of the disposable income in the developed world.
“But there are also a zillion conversations going on about intergenerational initiatives, older women coming into our power, teaching medical students about age bias, incorporating age into diversity and inclusion training, fetishising of the old-and-fashionable, and many more domains.”
This is happening because people everywhere are waking up to the fact that no domain – from healthcare, to entertainment, to business, technology, the built environment – will be unaltered by the permanent, global and unprecedented phenomenon of population ageing. It carries fascinating social, economic, and ethical implications.
The big lag
One of the biggest challenges of population ageing stems from the fact that the roles and institutions around us – with all their underpinning assumptions, attitudes and behaviours – were created when lives were shorter and very different. And they haven’t had time to properly catch up.
A coalition of diverse Australian organisations and individuals have committed to address this lag with EveryAGE Counts, a long term advocacy campaign to change these destructive, outdated, yet deeply engrained attitudes and assumptions about ageing and older people. The coalition includes the Australian Human Rights Commission, COTA Australia, National Seniors, the Federation of Ethnic Communities Councils, and the Regional Australia Institute.
“Research shows that many of society’s views about older people – the views and assumptions that drive all the negativity around ageing – are based on outdated myths and stereotypes that simply do not apply in this era of prolonged good health and increased longevity,” says EveryAGE Counts campaign co-chair, Robert Tickner.
“People are being prevented from living the productive, healthy, engaged lives they want to live as they get older because our society tends to devalue and marginalise older people,” he says.
“And these negative stereotypes are so pervasive and deeply ingrained – in our language, in representations in the media and in popular culture – that many of us have bought into them without question. So we actually contribute to our own marginalisation as we grow older. It’s why ageism is often described as prejudice and discrimination against your future self!”
The EveryAGE Counts campaign aims to end ageism. It is working to make it as unacceptable as other forms of prejudice and discrimination in our community.
“Terms like sexism, racism and homophobia are well understood and have become embedded in our societal norms. Ageism is not. Racist, sexist and homophobic behaviours are easy to spot, ageist behaviours, less so,” said Tickner.
Ageism is a bit different to other ‘isms’. Racist or sexist attitudes and behaviours, for example, are usually based on prejudices and assumptions about a person or a group that is ‘different’ to us – a different race, a different gender.
“The great irony is that ageism can affect us all, regardless of race, gender, religion, size, shape or our favourite music! It is discrimination against yourself, albeit your future self, for each and every one of us… should we be fortunate to live beyond our youth,” Tickner said.
There have been some great efforts in the last couple of decades, in Australia and internationally, to raise consciousness levels about ageism and its many negative impacts. Applewhite is trying to do this by urging us to swap ‘women’ for ‘older people’ when thinking about some of our attitudes and assumptions. Would you use a sweeping generalisation for an entire gender? Do you think ‘older people’ who may span 30 to 50 years in age, are all the same?
Many are comfortable calling out racism, sexism or homophobia. Yet jokes about older people are less likely to attract reprimand. I encourage you to check out the EveryAGE Counts campaign, take the ‘Am I Ageist?’ quiz and sign our campaign pledge:
I/we stand for a world without ageism where all people of all ages are valued and respected and their contributions are acknowledged. I/we commit to speak out and take action to ensure older people can participate on equal terms with others in all aspects of life.
Can you incentivise ethical behaviour?
In the wake of the Financial Services Royal Commission, many employers are asking whether they should award bonuses to people who choose to do the right thing.
Boards and CEOs are discussing whether people need an incentive to make ethical decisions and how “ethical incentives” could avoid the risk of encouraging unintended behaviours.
Incentives have a tarnished reputation, with poorly-constructed programs blamed for driving a culture of greed in banks and insurance companies. The international anti-corruption organisation, Transparency International, says performance incentives should not just focus on getting sales, for instance, but also consider how those sales are achieved.
“ … incentive schemes should move beyond mere alignment with values and ethical codes and actively encourage ethical behaviour,” according to the authors of Transparency International’s 2015 report Incentivising Ethics: Managing incentives to encourage good and deter bad behaviour.
“This means that they should not be based solely on financial targets, but should contain non-financial targets that reflect and drive ethical behaviour. Ultimately, this mix of incentives should support the long-term sustainability and success of the company.”
Senior principal advisory at research company Gartner, Arj Bagga, says the Royal Commission has sparked many conversations with his clients, who want to know if they can use ethical behaviour as a measure in the “performance systems” they use to encourage the best work from their people.
A limit on rewards?
Bagga says they can – but within limits. Financial rewards or goods (such as restaurant vouchers) are only effective up to the value of $300, he says.
“Anything over $300 has an incrementally lower benefit on employee performance.”
The reason for this is that financial rewards are an “extrinsic” motivator, meaning that it comes from outside the person, and are much less effective than an “intrinsic” motivator (an inner desire).
“After $300, it starts to extrinsically motivate them too much, whereby they just associate ethical behaviour with financial reward, which is not what you want,” says Bagga.
“You actually want them to be intrinsically-motivated, because, if you remove the reward down the line, because of cost cutting or whatever it might be, employees will then stop acting ethically, just because they’re not being rewarded.
“What we want to do is have a balance between the intrinsic and extrinsic motivation.”
Recognition vs cold hard cash
The most intrinsic powerful motivator is recognition – commending people for their ethical behaviour. Such public recognition can increase employee performance by up to 3 per cent, he says.
However, the effect of that recognition can be supercharged by attaching a financial reward “which we found can increase performance by a further 5 per cent”.
While research has shown that the effectiveness of financial rewards can quickly fade, Bagga says the impact of the small reward can be sustained by using ethical behaviour as a measure in performance reviews.
Because their promotions depend on it, people will continue to try to display the desired behaviours, he says.
Making the right choice
A further question is how to identify ethical behaviour, when it is essentially just doing what would be expected of a decent person. Bagga says managers can reward those instances where people make ethical choices in situations where there is no clear answer.
This could be when, for instance, a salesperson sells a product that earns a lower commission, or no commission, but is a better choice for the customer.
Transparency International, while supporting the use of incentives, points out some of the risks around trying to identify and reward ethical behaviour: the measures are subjective, corrupt employees may be convincing actors, not all ethical acts will be recognised which could cause resentment, and discussion about behaviours may lead to some difficult performance review discussions.
Bagga says ethical behaviour is a good business strategy. If organisations can ensure their people recognise what ethical behaviour is, adopt an ethical mindset and then act upon it, they can increase employee performance by up to 12 percent, he says.
Short term pain, long term gain
Some employers may not be sympathetic to the idea their people forego revenue as they look for the best option for customers. However, Bagga says that view would be myopic.
“It may impact you in the very short term but, longer term, it will actually increase your brand awareness in the marketplace and it will increase your ability to attract talent,” he says.
“In Australia, specifically, ethical behaviour is one of the core reasons a person chooses to join an organisation.”
Australian survey respondents rank “ethics” and “respect for the organisation” higher than manager quality and future career opportunity when they are assessing career paths.
Bagga says that it is not just the financial services companies that are interested in the idea of “incentivising” ethical behaviour.
“I’ve also had conversations with mining companies and telecommunications companies, who are trying to get on the front foot of this and make sure they are bullet proofing themselves against any unethical behaviour that could occur in their organisations because they understand, through the Royal Commission, what the implications of those could be on the performance of their business and the perception of their brand.”
Cashless recognition
- Introducing ethics and values measures into performance reviews
- Good ethical conduct being a prerequisite for promotion.
- Spot awards for good ethical practice, recognising special contributions as they occur, usually over a relatively short-term period.
- Awards for people who speak up or challenge questionable conduct.
- Recognition and/or prizes for people who excel in ethics and compliance training.
- Recognition for outstanding contribution to the ethics and compliance programme.
- A company-wide ethics award scheme.
- Coverage of examples of good ethical or anti-corruption practice in the company newsletter.
- Thank you letters from the CEO or senior managers for people who display ethical behaviour.
- Dinner with the CEO as a prize for people who demonstrate ethical behaviour.
Source: Transparency International
This article was originally written for The Ethics Alliance. The Alliance is a community of organisations sharing insights and learning together, to find a better way of doing business.
This article was originally written for The Ethics Alliance. Find out more about this corporate membership program. Already a member? Log in to the membership portal for more content and tools here.
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BY Fiona Smith
Fiona Smith is a freelance journalist who writes about people, workplaces and social equity. Follow her on Twitter @fionaatwork
How the Canva crew learned to love feedback
“How am I doing?” is a question that has helped graphic design platform, Canva, to become one of Australia’s most talked-about startups.
In May, the six-year-old company announced it had raised $70 million from US venture capital firm General Catalyst (valuing Canva at $3.6 billion) and acquired two stock photography firms.
Its workplace culture has also received acclaim – with top employer awards from Great Place To Work and LinkedIn last year – and its workforce has at least doubled every year.
In answer to the question above, it seems like Canva is doing very well, thank you.
The practise of asking for feedback is a core part of Canva’s culture and performance strategies. We need to know how we are going so we can improve, however most of us hate the assessment.
New York University research at a major consultancy looked at our aversion to criticism and discovered that people are equally anxious, whether they are giving the feedback or receiving it.
One of the co-authors of the study, psychologist and NeuroLeadership Institute senior scientist, Tessa West, says the best way to develop a “feedback culture” is to train people to ask for it – rather than wait for it to be delivered.
By requesting the assessment of their performance, individuals feel a sense of control and certainty and can steer the discussion where they want. The people giving the feedback will also feel more relaxed, because they no longer have to guess what is wanted from them.
The head of people at Canva, Zach Kitschke, says new hires are introduced to the feedback culture through an “onboarding boot camp”, featuring sessions from the three founders of the company – Melanie Perkins, Cliff Obrecht and Cameron Adams.
“Having a feedback conversation can be challenging and quite tricky, but we have a workshop that everyone goes through to learn how to do feedback and act in a constructive, supportive way,” Kitschke says.
“We have the philosophy that if everyone is constantly asking what they did well, or how they went in the meeting or what could they do better or how could they grow, then people are more open and more ready to hear feedback and people are more likely to give it as well.”
Kitschke has been with Canva for six years, from when it was a small startup with seven people to its present workforce of 600 in three offices in Sydney, Manila and Beijing.
Executive coach, Sarah Nanclares, joined the company as an internal coach last year and writes in a Canva blog: “… asking for feedback is a bit like exercising a muscle: the more you use it, the easier it becomes, and before you know it seeking regular feedback is no longer a scary task. In fact, it becomes welcomed.”
Points of difference
1.Skin in the game: Every employee is given equity options and becomes an owner of the business. Employees get a bonus of $5,000 if they successfully introduce a new hire to the business.
2. The Fix-It form: This form can be used to notify the founders and other senior executives of any problems.
3. Right fit: Recruits are screened for the values: Be a force for good, be a good human, set crazy big goals and make them happen, empower others, pursue excellence, and make complex things simple.
4. Someone to watch over me: Every new person gets paired with a mentor from the same area or discipline. Anyone can receive training to be a mentor.
5. Businesses within the business: Within Canva are 15 groups that function as their own startups, running independently, with the ability to move quickly.
6. Breaking bread: The teams stop for lunch every day and sit together at long tables so that no-one has to eat alone. A chef prepares shared serving plates and anything not eaten at lunch is refrigerated for people to take home for dinner. Ingredients come from a Canva-owned farm and the bar is open all day.
7. Open door: Employees are welcome to bring their dogs and children to work.
This article was originally written for The Ethics Alliance. The Alliance is a community of organisations sharing insights and learning together, to find a better way of doing business.
This article was originally written for The Ethics Alliance. Find out more about this corporate membership program. Already a member? Log in to the membership portal for more content and tools here.
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BY The Ethics Alliance
The Ethics Alliance is a community of organisations sharing insights and learning together, to find a better way of doing business. The Alliance is an initiative of The Ethics Centre.
What I now know about the ethics of fucking up
We’ve all fucked up before. Big mistakes and small, regrettable misdemeanours.
I have a penchant for saying things that are funny inside my head but come out all wrong. I know I’ve unintentionally offended and hurt people by blurting out the first thing that comes to mind. If I’ve become aware of it, I’ve tried to make amends. But it’s never been big, public or career ending. So, being honest, part of my interest in going along to ‘The Ethics of Fucking Up’ was schadenfreude.
I wanted to hear how Sam Dastyari and Mel Greig, who shared their stories of the ‘Chinese political donor scandal’ and the ‘Royal prank call’ had stuffed up. In truth, I wanted to revel in it just a little, to tell myself that at least it had never been that bad for me. I wanted to identify with Paul McDermott, whose fuck ups had never made the front pages or ruined lives.
I watched the crowd enter the sold-out venue in inner Sydney, thinking that every single one of these people who looked so smart, privileged and self-possessed had done at least one monumentally stupid thing in their lives. Had they come looking for redemption? For confirmation that what they did was okay? Because we all fuck up, whether we’re being naïve and thoughtless or doing something dastardly.
Pizza, wine and dark confessions
So what did I take away from a night that was variously funny, intelligent, shocking and sad, with pizza and wine thrown in for good measure?
It seems the biggest fuck ups come about when there is a combination two things: individuals being encouraged to act without first thinking through their decisions, and institutions not living by an ethical framework – or not having one at all. Add to that the speed at which we act in the tech era and it’s no wonder we’ve hurtled into our present state.
As Sam described it, ‘We’re heading backwards with our morality, with our acceptance and empathy for others, with our responsibility for the planet, while fear, selfishness and xenophobia are controlling our political decisions’.
So despite not being able to condone what he did in the ‘Chinese political donor scandal’, my heart ached for him when he described how, in the midst of the scandal, he lay in bed at 3am alone with his thoughts, realising he was solely responsible for the mess.
Rethinking forgiveness
Nobody deserves this unless they have committed some monstrous crime. I decided that I will accept mea culpas and requests for forgiveness more graciously, in my personal life and by public figures. When somebody shows true remorse, I’ll forgive them, because I’m more aware how we all fuck up from time to time, in big and small ways. It’s only human.
We love to hold individuals to account, especially when they are public figures. Perhaps we should be harder on institutions. Mel Greig told us how the broadcast organisation’s processes and ethical judgements went unquestioned during the ‘Royal prank call’.
To recap: the call to the London hospital caring for the Duchess of Cambridge ended in the suicide of nurse Jacintha Saldanha, who fell for the joke thinking it was the Queen and Prince Charles. A chain of decisions meant the prank call was broadcast in full – although Mel tried to stop this happening.
Yet Mel had to wear all the blame. Her description of the trolling she endured afterwards, which included death threats, made the room go quiet. Tears shone in the eyes of the person next to me. Public shaming, relentlessly negative and disparaging media coverage and the non-stop blast of social media are damaging people like never before. At no time has it been easier to broadcast judgment on individuals, instantly and loudly. But institutions are never made to suffer in the same way. Think banking royal commission.
How would I survive if this happened to me, I wondered?
A call to arms against the trolls
Would I be brave and resilient like Mel, and use the horrible experience to start a conversation to help other people, as she did by starting Troll Free Day? Would I have been strong enough to front up to the inquest into nurse Jacintha Saldanha’s death, look her children in the eye and say sorry? Would I stop looking for scapegoats and accept blame, as Sam did, learning to live with what he called ‘the darkest shit in the world’?
As always, a discussion about ethics goes on long after the lights have been turned off. Listening to this conversation about the ethics of fucking up has encouraged me to start conversations about it with friends and family. I realised we all draw the line about what we will and won’t forgive somewhere different, one of the things that defines our personal ethics.
The crowd drifted into the street to the sounds of Paul Kelly’s I’ve Done All the Dumb Things and Cher’s If I Could Turn Back Time. Neither has ever been on my playlist, but I heard them in a new way. Opening your ears to things you think you already know is good thing.
I’ll certainly go back for The Ethics Centre’s conversations on desire, lying, courage and nudity.
Ethics Explainer: Ethics of Care
Ethics of care is a feminist approach to ethics. It challenges traditional moral theories as male-centric and problematic to the extent they omit or downplay values and virtues usually culturally associated with women or with roles that are often cast as ‘feminine’.
The best example of this may be seen in how ethics of care differs from two dominant normative moral theories of the 18th and 19th century. The first is deontology, best associated with Immanuel Kant’s ethics. The second is consequentialism, best associated with Jeremy Bentham’s utilitarianism and improved upon by John Stuart Mill.
Each of these moral theories require or encourage the moral agent to be unemotional. Moral decision-making is expected to be rational and logical, with a focus on universal, objective rules. In contrast, ethics of care defends some emotions, such as care or compassion, as moral.
On this view, there isn’t a dichotomy between reason and the emotions, as some emotions can be reasonable, morally appropriate or even helpful in guiding good decisions or actions. Feminist ethics also recognises that rules must be applied in a context, and real life moral decision-making is influenced by the relationships we have with those around us.
Instead of asking the moral decision-maker to be unbiased, the caring moral agent will consider that one’s duty may be greater to those they have particular bonds with, or to others who are powerless rather than powerful.
In a Different Voice
Traditional proponents of feminist care ethics include 20th century theorists Carol Gilligan and Nel Noddings. Gilligan’s influential 1982 book, In a Different Voice, claimed that Sigmund Freud’s theory of psychoanalysis and Lawrence Kohlberg’s theory of moral development were biased and male-oriented.
On these dominant psychological accounts of human development, male development is taken as standard, and female development is often judged as inferior in various ways.
Gilligan argued if women are ‘more emotional’ than men, and pay more attention to relationships rather than rules, this is not a sign of them being less ethical, but, rather, of different values that are equally valuable. While Gilligan may have deemed these differences to be ‘natural’ and associated with sex rather than gender, these differences may well have been socially constructed and therefore the result of upbringing.
How might the ethics of care theorist resolve the classical ‘Heinz’ dilemma: Should a moral agent steal the required medicine he cannot afford to buy to give to his very sick wife, or stick to the rule ‘do not steal’, regardless of the circumstances? A tricky dilemma, to be sure, as there are competing duties here (namely, a positive duty to help those in need as well as a negative duty to avoid stealing).
Arguably, the caring person would place the relationship with one’s spouse above any relationship they may or may not have with the pharmacist, and care or compassion or love would outweigh a rule (or a law) in this case, leading to the conclusion that the right thing to do is to steal the medicine.
It’s worth noting that a utilitarian might also claim a moral agent should steal the medicine because saving the wife’s life is a better outcome than whatever negative consequences may result from stealing. However, the reasoning that leads to this conclusion is based on unemotional weighing of costs and benefits, rather than a consideration of the relationships involved and asking what love might demand.
Writing at the same time as Gilligan, Noddings also defended care as a particular form of moral relationship. She asserted that caring was “ethically basic” to humans and that it can be seen in children’s behaviour. While Noddings does not rule men out from being caring, it is usually women who feature in her examples of caregivers.
Noddings, like Gilligan, prioritises relationships that are between specific individuals in a particular context as the basis for ethical behaviour. This stands in contrast to the idea that morality involves following universal, abstract or purely logical moral rules.
Who cares?
Ethics of care has been influential in areas like education, counselling, nursing and medicine. Yet there have also been feminist criticisms. Some worry that it maintains a sexist stereotype and encourages or assumes women nurture others, even while society fails to value carers as they should.
Noddings and Gilligan both argue against this, saying that the capacity for care is a general human strength, and while it is empowering to acknowledge it as a positive capacity in women, it should be encouraged regardless of gender.
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BY Dr Laura D’Olimpio
Dr Laura D’Olimpio is senior lecturer in philosophy of education at the University of Birmingham, UK, and co-edits the Journal of Philosophy in Schools.
The transformative power of praise
What is it about the legal industry that makes it so depressing? Well, it is not the work – but it could be exhaustion mixed with a lack of control about how much work they can handle and a shortage of appreciation from their bosses.
Psychologist and a scientist in behavioural neurogenetics, Bob Murray, says human beings are designed to work as little as 10 hours per week.
“If we work for more than 10 hours a week, it becomes stress,” he told a recent seminar in Sydney.
While that may seem an extreme position at first glance, it is important to understand what Professor Murray means by “work”.
“Work” is the stuff we do that is a grind. It is, perhaps, the administrative work that takes us away from the tasks that are meaningful or enjoyable.
“Work means not necessarily enjoying yourself, not necessarily relating. Human beings are relationship-forming animals. We are driven to surround ourselves with a network of supportive relationships and we can work hard and long… providing that we do it in the company of other people that we actually like, and that we enjoy the process of doing things with them.
“It’s not a question of how many hours you work. It’s whether you enjoy the process of doing that work. And whether you enjoy the people that you do it with”.
Murray said people come to work to be part of a tribe and to learn.
“So people in law firms are willing to stay there for long hours, providing they’re enjoying the process of learning what they’re doing,” he said.
Murray says 30 percent of all lawyers think about suicide once a year and 40 percent are clinically depressed.
A national survey of almost 1000 lawyers finds that excessive job demands, minimal control over workload and spillover of work commitments into personal life are some of the work-related factors correlated with poorer mental health outcomes.
“Concerns about the structure and culture of legal practice in Australia are also highlighted,” say the authors of the study, Lawyering Stress and Work Culture: An Australian Study, 2012-2013.
He says one relatively simple thing that employers and managers can do is to praise their people. However, only around 5 percent of people get praised once a day.
Praise is powerful because of its effect on the “feel good” chemicals we produce, like dopamine, which helps our brains work faster, smarter, and more creatively.
However, poorly given praise tends to antagonise people. Murray says there are three elements to effective praise:
What: The giver has to be specific about what they are praising. A generic “well-done team” can have the opposite effect.
How: This is the effort or the way someone has gone about something. It is the kind of praise you may give a child who comes last in a race, but stuck it out to the end, gave it their best effort and didn’t let the team down. It is not necessarily tied to success, but encourages and rewards the right behaviours.
Who: This is praise for the relationship. “ I really enjoy working with you. It’s great to have you as part of you of my team.” Murray says this kind of praise is less used in law firms than other kinds – but is the most powerful.
This article was originally written for The Ethics Alliance. Find out more about this corporate membership program. Already a member? Log in to the membership portal for more content and tools here.
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BY Professor Bob Murray
Professor Bob Murray, is a principal at consultancy Fortinberry Murray, was speaking on a panel, hosted by The Legal Forecast and Clarence Workplaces for Lawyers in Sydney.
Big Thinker: Buddha
Gautama Buddha lived during the 5th century BCE and was the founder of the Buddhist religion. He also developed a rich philosophical system of thought that challenged notions of permanence and personal identity.
Buddhism is typically considered a religion but it also has a strong philosophical foundation and has inspired a rich tradition of philosophical inquiry, especially in India and China, and, increasingly, Western countries.
Buddhism emerged from the teachings of Siddhartha Gautama, an Indian prince who turned his back on a life of leisure and opulence. Instead, he sought to understand the causes of suffering and how we might be able to be liberated from it.
Coincidentally, Gautama Buddha lived around the 5th Century BCE, which is at a similar time to two other great philosophers in different corners of the world – Socrates in Ancient Greece and Confucius in China – both of whom sparked their own major philosophical traditions.
Desire, happiness and suffering
Like many philosophers – from Aristotle to Peter Singer – one might say the Buddha was interested in how to live a good life. The starting point of his teachings is that life is suffering, which sounds like a pessimistic start, but he was just reminding us none of us can escape things like illness, death, loss, or these days, doing our tax returns.
Buddha went on to explain suffering is not random or uncaused. In fact, he argued if we can come to understand the causes of suffering, then we can do something about it. We can even become liberated from suffering and achieve nirvana, which is a state of pure enlightenment.
Many philosophers believe this teaching is just as relevant today as it was over 2,000 years ago. We’re told today that we ought to be happy, and that happiness comes from being able to satisfy our desires. Our entire economy is predicated on this idea. So we work hard, earn money, get stressed, buy more stuff, yet many of us can’t seem to find deeper satisfaction.
It turns out that no matter what desires we satisfy, there are more desires that crop up to take their place. And there are some desires that never go away, like the desire for status or wealth, and some desires that can never be satisfied, like when we experience unrequited love. And when we can’t satisfy our desires, we experience suffering.
The Buddha said this is because we have our theory of happiness backwards. Happiness doesn’t come from satisfying ever more desires – it comes from reducing our desires so there are fewer that need to be satisfied. It’s only when we desire nothing and we can just be that we are truly free from suffering.
Thus the Buddha argues our suffering is not caused by the whims of an indifferent world outside of our control. Rather, the cause of suffering is within our own minds. If we can change our minds, we can find liberation from suffering. This led him to develop a theory of our minds and how we perceive reality.
Permanence
He said that one of the fundamental mistakes in the way we think about the world is to believe in the permanence of things. We assume (or desire) that things will last forever, whether that be our youth, our possessions or our relationships with loved ones, and we become attached to them.
So when they inevitably erode, decay or disappear – we grow old, our possessions wear out, our loved ones move on – we suffer. But this suffering is only because we failed to realise that nothing is permanent, that all things are in flux, and if we can come to enjoy things without being attached to them, then we would suffer less.
Tibetan Buddhist monks have a ritual where they spend weeks painstakingly creating incredibly detailed and beautiful mandalas made out of coloured sand. Then, once they’re finished, they ritualistically sweep the sand away, destroying the mandala, and drop the collected sand into a river to flow back into the world, representing their embrace of impermanence.
The self
Another core philosophical insight from Buddhism was to question our sense of self. It’s natural to believe there is something at the core of our being that is unchanging, whether that be our soul, mind or personality.
But the Buddha noted when you try to pin down what that permanent aspect of ourselves is, you find there’s nothing there, just a stream of impressions, thoughts and feelings. So our sense that there is a persistent self is ultimately an illusion. We are just as dynamic and impermanent as the rest of the world around us. And if we can realise this, we can release ourselves from the pretense of what we think we are and we can just be.
Interestingly, this is very similar to an observation made by the 18th century Scottish philosopher David Hume, who said when he introspected, he could never settle on the solid core to his self. Rather, his self was like a swarm of bees with no boundary and no hard centre, with each being an individual thought or experience. The Buddha would likely have enjoyed this analogy.
Meditation
One of the aspects of Buddhism that has had the most lasting impact is the practice of meditation, particularly mindful meditation. The recent mindfulness movement is based on a form of Buddhist meditation that encourages us to sit quietly and let our thoughts come and go without judgement. Essentially, we must ignore our thoughts in order to control and be free from them. Modern science has shown that this kind of meditation can reduce stress and improve our focus and mood.
Buddhism is not only the fourth largest religion in the world with over 500 million adherents today, and third largest in Australia, but it continues to be a rich vein of philosophical inquiry.
Western philosophy was rather slow to take Buddhism seriously, but there are now many Western philosophers who are engaging with Buddhist ideas about reality, knowledge, the mind, the self and ethics.
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BY Dr Tim Dean
Dr Tim Dean is Philosopher in Residence at The Ethics Centre and author of How We Became Human: And Why We Need to Change.
People with dementia need to be heard – not bound and drugged
It began in Oakden. Or, it began with the implosion of one of the most monstrously run aged care facilities in Australia, as tales of abuse and neglect finally came to light.
That was May 2017. Two years on, we are in the midst of the first Royal Commission into Aged Care Quality and Safety, announced following a recommendation by the Scott Morrison government.
The first hearings began this year in Oakland’s city of Adelaide. They have seen countless brave witnesses come forward to share their experiences of what it’s like to live within the aged care system or see a loved one deteriorate or die – sometimes peacefully, sometimes painfully – within it.
In May, the third hearing round will take place in Sydney. This round will hear from people in residential aged care, with a focus on people living with dementia – who make up over 50 percent of residents in these facilities.
With our burgeoning ageing population, the number of people being diagnosed with dementia is expected to increase to 318 people per day by 2025 and more than 650 people by 2056.
Encompassing a range of different illnesses, including Alzheimer’s disease, vascular dementia and Lewy body disease, its symptoms are particularly cruel, dissolving intellect, memory and identity. In essence, dementia describes the gradual estrangement of a person from themselves – and from everyone who knew them.
It is one of the most prevalent health problems affecting developed nations today – and one of the most feared. Contrary to widespread belief, one in 15 sufferers are in their thirties, forties and fifties.
Physical restraints
How do you manage these incurable conditions? How can you humanely care for the remnants of a person who becomes more and more unrecognisable?
One thing the Royal Commission has made clear: you don’t do it by defaulting to dehumanising mechanisms of restraint.
Unlike in the UK or the US, there are currently no regulations around use of restraints in aged care facilities. It is commonly resorted to by aged care workers if a patient displays physical aggression, or is a danger to themselves or others.
Yet it is also used in order to manage patients perceived as unruly in chronically understaffed facilities, when the risk of leaving them unsupervised is seen to be greater than the cost of depriving them their free movement and self-esteem. The problem of how to minimise harm in these conditions is an ongoing and high-pressure dilemma for staff.
Readers may remember the distressing footage from January’s 7.30 Report, in which dementia patients were seen sedated and strapped to chairs. One of them was the 72-year-old Terry Reeves. Following acts of aggression towards a male nurse, he was restrained for a total of 14 hours in a single day. His wife, however, had authorised that her husband be restrained with a lap belt if he was “a danger to himself or others”.
Maree McCabe, director of Dementia Australia, is vocal about why physical restraints should only be used as a last resort.
“We know from the research that physical restraint overall shows that it does not prevent falls,” she says. “In fact it may cause injury, and it may cause death.”
While there are circumstances where restraint may be appropriate McCabe says, “it is not there as a prolonged intervention”. Doing so, she says, “is an infringement of their human rights”.
After the 7.30program aired and one day before the Royal Commission hearings began, the federal government committed to stronger regulations around restraint, including that homes must document the alternatives they tried first.
Restraint by drugging
Another kind of restraint which has come into focus through the Royal Commission is chemical restraint. Psychotropic medication is currently prescribed to 80 percent of people with dementia in residential care – but it is only effective 10 percent of the time.
“We need to look at other interventions,” says McCabe. “The first to look at is: why is the person behaving in the way that they are? Why are they responding that way? It could be that they’re in pain. It could be something in the environment that is distressing them.”
She notes people with dementia often have “perceptual disturbances” – “things in the environment that look completely fine to us might not to someone living with dementia”. Wouldn’t you act out of character if your blue floor suddenly became a miniature sea, or a coat hanging on the door turned into the Babadook?
“It’s about people understanding of what it’s like to stand in the world of people living with dementia and simulate that experience for them,” says McCabe.
Whether through physical force or prescription, a dependence on restraint shows the extent to which dementia is misunderstood at the detriment of the autonomy and dignity of the sufferers. This misunderstanding is compounded by the fact that dementia is often present among other complex health problems.
Yet, and as the media may sensationally suggest, the aged care sector isn’t staffed by the callous or malicious. It is filled with good people, who are often overstretched, emotionally taxed and exhausted.
Dementia Australia is advocating for mandatory training on dementia for all people who work in aged care. This covers residential aged care, but could also extend to hospitals. Crucially, it encompasses community workers, too.
“Of the 447,000 Australians living with dementia, 70 percent live in the community and 30 percent live alone,” notes McCabe. “It’s harder to monitor community care, it’s less visible and less transparent. We have to make sure that the standards are across the board.”
It is only through listening to people living with dementia – recognising that while yes, they have a degenerative cognitive disease, they deserve to participate in the decision-making around their life and wellbeing – that our approach to it has evolved. Previously, people believed that it was dangerous to allow sufferers to cook, even to go out unaccompanied.
Likewise, it is crucial that we continue to afford people with dementia the full rights of personhood, however unfamiliar they may become. Only then can meaningful reform be made possible.
Besides, if for no other reason (and there are many other reasons), action is in our own selfish interest. The chances, after all, that you or someone you love will develop dementia are high.
BY Kate Prendergast
Kate Prendergast is a writer, reviewer and artist based in Sydney. She's worked at the Festival of Dangerous Ideas, Broad Encounters and Giramondo Publishing. She's not terrible at marketing, but it makes her think of a famous bit by standup legend Bill Hicks.
What is the definition of Free Will ethics?
Free Will describes our capacity to make choices that are genuinely our own. With free will comes moral responsibility – our ownership of our good and bad deeds.
That ownership indicates that if we make a choice that is good, we deserve the resulting rewards. If in turn we make a choice that is bad, we probably deserve those consequences as well. In the case of a really bad choice, such as committing murder, we may have to accept severe punishment.
The link between free will and responsibility has both theological and philosophical roots.
Within theology, for example, the claim that humans are ‘made in the image of God’ (a central tenet of major religions like Judaism, Christianity and Islam) is not that they are the physical image of their creator.
Rather, the claim is made that humans are made in the ‘moral image’ of God – which is to say that they are endowed with the ‘divine’ capacity to exercise free will.
Of course, the experience of free will is not limited to those who hold a religious belief. Philosophers also argue that it would be unjust to blame someone for a choice over which they have no control.
Determinism is the belief that all choices are determined by an unbroken chain of cause and effect. Those who believe in ‘determinism’ oppose free will, arguing that that the belief that we are the authors of our own actions is a delusion.
Whereas scientific evidence has found there is brain activity prior to the sensation of having made a choice, we’re unable to resolve the question of which account is correct.
Should that gap close – and free will be proven to be an illusion, then the basis for ascribing guilt to those who act unethically (including criminals) will also be destroyed.
How could we justify punishing a person who claims that they had no choice but to do evil?
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BY The Ethics Centre
The Ethics Centre is a not-for-profit organisation developing innovative programs, services and experiences, designed to bring ethics to the centre of professional and personal life.
Big Thinker: Friedrich Nietzsche
Friedrich Nietzsche (1844—1900) is one of the most controversial figures in contemporary philosophy.
A German philosopher and cultural critic who is well known for his proclamations on God, truth, morality, power, aesthetics, the self and the meaning of existence, Nietzsche has had an enduring influence on Western philosophy.
Making use of a creative writing style, such as aphorisms and emotive essays, Nietzsche’s doctrines have been famously misappropriated by those seeking to further their own political ends (for example, Hitler and the alt-right). He was seen as an early existentialist because of his insistence on existence preceding essence, and the importance of looking to yourself – rather than God, society, family or friends – to identify what values you choose to live by.
Live your life like an artist
In Nietzsche’s first major work, The Birth of Tragedy (1872), the idea of living life creatively is embodied in his idea of living life as an artist. This involves combining two energies: the rational Apollonian and the passionate Dionysian. (In Greek mythology, Apollo is the god of logic and rational thinking, and Dionysus the god of instinct and emotion.)
Nietzsche worried the society of his time and classical thinkers like Socrates and Descartes– both Rationalists – only emphasised the Apollonian, neglecting the role of the Dionysian. Nietzsche thought it was important to balance our rationality with our sensual and passionate experience of life, and he saw this balance best depicted in ancient Greek tragedies.
Nietzsche insisted Greek tragedy achieves greatness through the inclusion of both Apollonian creative energy which is responsible for the dialogue, and Dionysian energy which inspires the music or chorus. In the plays, the two work together as the meaning of the words are enhanced by the accompanying melody. Using Greek dramatic artworks as an example, we can learn from great art to see the beauty in life.
“Without music, life would be a mistake.” – Nietzsche
The tragic spectator is united with others in the shared experience of being human. For Nietzsche, life without emotion, art and the creative energy of the Dionysian is bleak. A balance between Dionysus and Apollo allows for pluralistic and authentic modes of expression that are rational as well as creative. Aesthetic ideals also appear in his later writings, such as The Will to Power (1901), where Nietzsche writes, “Art as the redemptionof the man of action… Art as the redemption of the sufferer”.
Nietzsche advocated for a series of values or virtues we should adopt – namely, active, life affirming values, as opposed to the life denying or passive and ‘slave like’ values he detested. The latter he saw exemplified in the institutionalisation of Christianity, which, he believed, served to reinforce the power of the few at the expense of the many.
Believing the idea of a punitive God promoted by the church of his time to be a human invention, he famously declared:
“God is dead … And we have killed him.”
The Superman or Nietzsche’s Übermensch
Nietzsche emphasises an individualistic development and construction of self, summed up in the notion of the will to power. Claiming we ought to seek control over ourselves, Nietzsche holds up the Superman (yes, Nietzsche was misogynistic, but for our purposes we can extend this concept to include women), or Übermensch, as the pinnacle of human potentiality in terms of power and integrity in a broad sense of the word.
Nietzsche’s Übermensch is imagined as Zarathustra, a Christ-like figure who delivers an anti-sermon on the mount, a character with whom Nietzsche identifies. In The Gay Science (1882), it is the Superman who creates strengths out of his weaknesses and thus styles his character – a “great and rare art!”
This existentialist ideal – that each individual creates one’s self in a manner pleasing to them – threatens to collapse into extreme relativism or subjectivism. Yet, despite the fact the Superman goes “beyond good and evil”, Nietzsche is a moralist with definite views on what is condemnable.
“No one can construct for you the bridge upon which precisely you must cross the stream of life, no one but you yourself alone.” – Nietzsche
One way we are invited to test whether or not our chosen action is the right one is given to us in Nietzsche’s doctrine of eternal recurrence. “The Greatest Weight” in The Gay Science tells of a demon who confronts us, suggesting we must relive every single moment of our life, every choice and its consequences, eternally.
We are asked whether we would celebrate this as a gift or curse the unending misery it presents. The Superman would embrace the opportunity due to their authenticity and the fact they made each choice consciously, willing to accept full responsibility for their life.
Such a thought experiment offers an overly ambitious understanding of freedom and free will as a positive force. Yet it provides the reader with an interesting challenge when making decisions. Knowledge of an eternal recurrence would fundamentally change the way we lead our lives and inform the choices we make. If taken seriously, one could not help but try to act authentically – or, alternatively, not act at all.
Ever the rebellious teenager of philosophy, Nietzsche continues to give us pause for much thought, challenging us to live authentically and take unflinching responsibility for our lives.
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