Discrimination by age, weight, and sexual orientation is apparent in the workforce. This is not an issue just for the United States but worldwide. Although the United States has laws, guidelines, and practices, this is not the case for other countries. Most United States based companies that are global follow the laws, guidelines, and practices abroad. It is visible in both public and private companies as well as in all industries. The challenges of a diverse workforce continue to pile up with regard to discrimination by age, weight, and sexual orientation.
Age discrimination is still a big factor in today’s workplace. Even with the Age Discrimination in Employment Act of 1967, which protects individual who are 40 years of age or older, it just isn’t enough. (Age Discrimination in Employment Act of 1967 (ADEA), 2015) Employers and individuals must be made aware of their actions verbal and non-verbal.
Reuters.com published an article regarding the persistent problem with age discrimination in the United States workplace. This article states, “The U.S. Equal Employment Opportunity Commission received 20,588 charges of age discrimination in 2014, a rise from 17,837 a decade earlier.” (Reaney, 2015) This is truly unacceptable. Additionally, this problem will only get worse since the older generation will not be able to afford to retire and live out their golden years. The article continues to reflect on the fact that older workers are perceived that they are not only costly to employers but are technologically challenged and are not as productive. This stereotype is part of the foundation for age discrimination.
There is a certain amount of age discrimination that ...
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...," 2015) From a human resources perspective, the training managers and employees must be able to recognize sexual-orientation discrimination in order to prevent it. The claims of this type of discrimination must be investigated and taken seriously as it would with any other form of discrimination.
In a perfect world, we would be judged on our own merits; but, it is not a perfect world. With senior management buy-in as well as training and educational awareness programs made available to employees, we can successfully address and reduce discrimination by age, weight, and sexual orientation. Human resources professionals must be proactive as well as reactive with regard to dealing with discrimination in the workplace. Discrimination is an unfortunate consequence and inevitable in the workplace when diversity, generations, personalities and work styles are obvious.
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