Age Discrimination

Age Discrimination. Presented by: Student’s Name Institutional Affiliation Date.

[Audio] Age Discrimination at work refers to a situation where the worker is segregated and treated differently because of their age. There are a number of laws that are put in place to protect that particular individual who is discriminated. These kinds of discrimination include unfair treatment, harassment, denial of a reasonable workplace change and improper questions about or disclosure of an individual's information regarding their age. These laws are enforced by a statute known as the age Discrimination in Employment Act ( ADEA). However, these laws only apply when the person is over the age of 40. According to a research by the Pew Research Council, over 18.8 percent of people who are above the age of 65 by 2016 and over 40% shall be working by 2022. This shows how age discrimination is growing at a very big speed and hence becoming a greater issue within workplaces..

[Audio] Identify and discuss current issues in age discrimination in the workplace. Harassment Harassment at workplace includes a number of situations that constitute harassment and they include offensive remarks of derogatory remarks about the age of an individual ( Meenan, 2019). Although there is no prohibition on teasing that is simple, comments that are offhand or incidents that are isolated are to a very big extent very serious under the law ( Mazzetti, et al 2020). This therefore mens that harassment is illegal after it becomes more frequent and severe t the extent that it leads to offensive or hostile working environment or went it leads to decisions that are adverse as far as employment is concerned like getting the victim fired among others ( Roscigno, 2019) Employing Younger Employee Seeing an organization hire only employees who are young this is where a certain organization only hires young employees with the view that they do perform the job better than their older counterparts (Roscigno, 2019). This is usually witnessed in technology companies where it has been reported that over 70% of the old employees have experienced this kind of discrimination (Meenan, 2019). For example the age average for ethnology company AOL is 27, Facebook 28, LinkedIn 29, Sales force, 29 and Google 30 years of age. These sows own the old people in this field have been highly discriminated and therefore made to feel that their age is a liability to their jobs (Roscigno, 2019)..

[Audio] Getting turned down for a promotion This usually happened when an older employee is turned down on a job promotion but it gets offered to the younger employee who is even less experienced or even less qualified. This means that older workers get overlooked as far as promotions are concerned and this happens without any evidence that the young workers promotion is based on merit ( Roscigno, 2019) Furthermore, the employee may also over look an older employee on certain work that is challenging in nature ( Mazzetti, et al 2020). This usually happens when an employer removes some of the work from the older workers plate or by lighting their loads. This frustrates and also lowers the employee's morale since it makes them look less useful to the team and the whole organization ( Meenan, 2019)..

[Audio] Social factors Social factors that lead to age discrimination: Stereotyping is one of the factors that lead to discrimination, making assumptions about the applicants of the job as well as the capabilities of the employees because of their age ( Meenan, 2019). This may create an impact on the diversity within the performance of the organization. It has to be noted that the most cause of employees to write false information in their resume is due to the fear of being stereotyped as being aged and hence weaker compared to their competitors the younger employees ( Roscigno, 2019). The other social factor is the human perceptions where people have been made to believe that older people are weaker compared to the younger regardless of the attitude that an individual has over work. This has forced many employers to discriminate the older employees with the belief that employing younger workers shall increase the efficiency of an organization (Roscigno, 2019). This is to a bigger extent false given the fact that the old employees are characterized as being more competitive due to their diverse skills and knowledge that they have over a particular activity. Therefore, this social factor has highly increased the levels of age discrimination (Meenan, 2019).

[Audio] Economic factors Economically, sustainable development goals have highly contributed to age discrimination. This is due to the fact that organization concentrates the most at ensuring sustainable business development and therefore wants employees who are competitive and effective towards that goal ( Meenan, 2019). This hence forces aged employees to be dropped with the intention of hiring younger employees who can work for longer hours and under strict supervision and pressure. Therefore, this leads to drop out of old employees from worker regardless of their qualifications, skills and experience ( Roscigno, 2019). Furthermore, there is also need to minimize or cut costs that are invested in leaves and allowances. It has to be noted that old people are subjected to certain allowances that include healthcare allowances, family, marriage and house or rent allowances (Meenan, 2019). Therefore, in order to cut these costs, organizations opt for younger employees who are not yet subscribed to many allowances..

[Audio] Recommendations The organization has to ensure that it put various policies in place and ensure that they are enforced ( Roscigno, 2019). They have to ensure that they make the employees understand that the employees should not be discriminated on matters of age. These policies have to be clearly defined and everyone is informed and emphasized about them ( Meenan, 2019). Furthermore, the organization has to ensure that it reward employees depending on the performance of an individual but not their age. This can be determined by looking at who has more overall value to the organization than the other. The organization has to ensure that they train the employees equally without discrimination (Meenan, 2019).

Mazzetti , G., et al (2020). You’re Not Old as Long as You’re Learning: Ageism, Burnout, and Development Among Italian Teachers. Journal of Career Development. https://doi.org/10.1177/0894845320942838 Meenan , H. (2019). Age Discrimination in the United Kingdom. International Journal of Discrimination and the Law, 3(4), 227–248. https://doi.org/10.1177/135822919900300402 Roscigno , V. J. (2019). Discrimination, Sexual Harassment, and the Impact of Workplace Power. Socius . https://doi.org/10.1177/2378023119853894.