Australia has an ageing population and therefore faces many challenges associated with its workforce. The Australian Government (2010, p.4) released statistics showing that the number of people above 65 is expected to double and quadruple for people over age of 84. As a result, the retirement age will be increased and therefore there will be more ‘older’ workers than there is now. With the plans to increase the workforce by including more of both, younger and older workers (Skills Australia, 2010), there will be further challenges in the workplace dynamics. Due to these developments, this research was conducted to analyse and compare the participant’s perceptions of the older male and female worker’s abilities, work effectiveness, training, promotion and working with them in general. Research such as this may aid organisations in hiring new employees, managing current employment relations and implementing policies to improve the workplace. This study is useful as it offers insight to age discrimination and stereotyping in Australia, which already occurs in the Hong Kong and UK (Chiu, Chan, Snape, Redman, 2001). This study differed from the previous conducted because it was more specific, focusing on the Australian participants only rather than comparison between other countries (UK and Hong Kong study from Chiu et al (2001)). It also differed as it compared the perception of males and females, and also all the participants were university students unlike Chiu et al (2001) where the participants were mostly persons working in management. The theories and models that underpinned this research were the idea that stereotyping of the older workers lead to age discrimination in the workplace (Chiu et al, 2001), older managers tending to...
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...WCK, Chan, AW, Snape, E & Redman, T 2001 ‘Age stereotype and discriminatory attitudes towards older workers: an East-West comparison’, Human Relations, vol. 54, no. 5, pp. 629-61.
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Available: 22-02-2011 - 17-07-2011
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Henkens, CJIM 2005 ‘Stereotyping older workers and retirement: the managers’ point of view’, Canadian Journal on Aging, vol. 24, no. 4, pp. 353-66.
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Available: 22-02-2011 - 17-07-2011
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Kite, ME, Stockdale, GD, Whitley, BE & Johnson, BT 2005 ‘Attitudes toward younger and older adults: an updated meta-analytic review’, Journal of Social Issues, vol. 61, no. 2, pp. 241-66.
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Available: 22-02-2011 - 17-07-2011
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Tomkiewicz, J & Bass, K 2008 ‘Attitudes of business students toward management generation cohorts’, North American Journal of Psychology, vol. 10, no. 2, pp. 435-44.
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been active members of the workforce for almost 70 years now, there is still a bias against women working. In the United States, there is still an economic bias against women throughout the stages of hiring, payment, and stereotypical jobs. Women should be able to be hired for the same jobs as men, be paid the same, understand that they can choose their jobs, and pay the same amount of money as men do for similar products. According to federal law (Gender Discriminations Law & Legal Definition)
of work.” (“Fifty Years After the Equal Pay Act” 8) When women and men do the same job, their wages are supposed to base on their performances, achievements, education level and working experiences. However, the fact is that gender based wage discrimination is an unconscious phenomenon happens in lots of companies. A female employee has a lower wage even though they do the same jobs and have the same qualifications as a male employee. Being treated equally and fairly is the right of everyone, so
What is discrimination for women mean? It means that women are often looked as being treated differently on their abilities, age, and even their race. Even though women work hard they still get overlooked on what they can do, and with all that they do for companies they still get underpaid because they are a women. Most women get judged on their appearance no matter if it is her physical appearance or her clothing type. For example women who have tattoos and piercings often get discriminated
1. INTRODUCTION: The Act of Parliament that I am going to research is the Age Discrimination Act 2004. Caltex Australia Limited is the Australian based company that I will use in the further sections. Is it appropriate for an organization to set up age criteria requirement to work in any position? In this era of equality where diversity plays a crucial part in a workplace to create an inclusive environment of workforce which ensures equal opportunities between different individuals with distinct
Discrimination in the workforce has plagued the United States of America for countless years. The United States government has taken many steps and passed laws to ensure each employee is treated equally regardless of person’s race, gender, sex, religion, disability, age, national origin, physical disability. The Fifth and the fourteen amendment of the United States constitution was intended to prevent discrimination in the workforce, however, these acts continue in today’s society. Employee discrimination
Workforce diversity can be define as a person that work in a firm that come from different nationality. Not only different nationality but from different background, different age, racial and also a person that came from different gender (http://www.slideshare.net/kumudu737sjp/workforce-diversity). In other word, a company or an organization are becoming more heterogeneous mix of people in term of gender, age, ethnicity and sexual orientation (Naik, 2012). When we talk about workforce diversity,
Age discrimination continues to be a problem for both men and women that are over the age of 40 in the workforce. In year 1967, the federal Age Discrimination in Employment Act ADEA was passed to prohibit discrimination against workers over age 40 and older. Another law in the year 1964, Title VII of the Civil Rights Act of 1964 that prohibits employment discrimination on the basis of sex, race, color, religion, or national origin. However there are still age discrimination and it seems to be more
charge of discrimination, participating in an investigation, or opposing discriminatory practices, employment decisions based on stereotypes. (“Federal Antidiscrimination laws,” 2016) The federal laws on discrimination Title VII of the Civil Rights Act of 1964 (Title VII), which prohibits employment discrimination based on race, color, religion, sex, or national origin, Title II of the Genetic Information Nondiscrimination Act of 2008 (GINA), which prohibits employment discrimination based
The Age Discrimination Employment Act (ADEA) only forbids age discrimination against people who are age 40 or older, it does not protect workers under the age of 40 (Age discrimination. (n.d.). There is another generation that is being discriminated toward and stereotyped emerging into the workplace that should be protected too. Many arguments can be made that it is no longer appropriate to exclude millennials and younger generations from the protection of the Age Discrimination Employment Act (ADEA)
Project: Age Discrimination Act Course: Techniques in Policy Analysis Professor: Richard O’Bryant Student: Na (Angelina) Li Date: April 23, 2016 I. Abstract Age Discrimination in Employment Act (ADEA) of 1967, as amended, protects workers age forty and over in hiring, promotion, and termination decisions. This project is going to analyze the ADEA and its amendment in terms of effectiveness, ineffectiveness, and influence which will be demonstrated by employment cases, research data. The project
want to maximize its potential by reaching out beyond its current marketable persons and into other bodies of people. The cause of having such a diverse foundation shows growth and understanding to support the "changing of the times" of the modern workforce. The effects are how diversity impacts the company's personnel, economy, and global markets. Diversity: Definition, Laws, Protected Groups Within an organization, diversity is considered a having a population of people that are of different races
Gender discrimination is defined as prejudice against an individual due to his or her gender or sex. Discrimination against women has been occurring for years and continues to pose an issue today, especially in institutions such as the workforce. In the past, women were limited to very few rights; they were not permitted to vote and were considered as “property”. The only real jobs they had were housewives.and only a handful of women were in the labor force. In today’s society, women compose more
Diversity is difference. Workplace or workforce diversity refers to a set of employees with different culture, ethnics, gender, religion and different physical abilities. According to Esty, Griffin, and Hirsch (1995) diversity is the differences in Gender, religion, class, ethnicity, age, physical ability, race, sexual orientation, social status, and family situations among the members of a workplace and are the most critical measures that differentiates employees in a workplace. With globalization
Introduction Diversity in the workplace is becoming more and more common. Companies must take this into consideration when hiring and interacting with employees. Putting forth policies that educate and train employees will help eliminate discrimination. Diversity can include differences in age, gender and ethnicity ("Workplace Diversity Benefits | Chron.com," n.d.). Changes in Employment Relationships as the Population Ages As the average age of employee’s increases, Individuals will be working
Workforce diversity has become a reality in organizations. More organizations have written workforce diversity policies or programs. Although there is still no consensus on how to define workforce diversity, diversity policies and program are producing positive effects in organizations. Diversity in the workplace is a way of defining acceptable behaviors of employees. Diversity represents all the ways in which individuals are both similar and different. It involves a variation of characteristics