Age discrimination is a negative treatment or unfavorable attitude towards job applicant or employee based solely on his or her age. The Age Discrimination in Employment Act (ADEA, 1967) in US is a legislation which protects persons beyond their 40s against mistreatment. (Age Discrimination, n.a.) Employer who are obliged to follow ADEA legislation are those who has more than 20 employees and to be in an industry affecting commerce. The basic idea behind ADEA is to prevent social exclusion based on the age and to define when age discrimination is allowed. The latter one is surely more important because it explains exceptions from ADEA. One of the most important exception is Bona fide occupational qualification (BFOQ) when the employer can prove …show more content…
One of the most known bona fide situation is airplane pilot mandatory retirement due to weakening mental capabilities. Airplane pilots have a special clause in their employment contract where they cannot compliant against retirement due to ageing. On the other hand, pilots are well compensated, and they do not suffer financial consequences. There are also dangerous occupations where individuals are early retired such as fireman, servicemen or astronauts. In these cases, discrimination is justified. They are well informed in advance and it is not an ad hoc decision but a planned and strategically calculated human resource politics. I should mention another example from my industry. Top management job positions are prone to age discrimination based on experience and abilities nevertheless, I feel reluctant having a younger supervisor hence I think this could be a reversed discrimination example. Senor job positions are reserved for those over 50 and younger can hardly apply even if they have enough experience and ability. According to ADEA this is not discrimination because it affects employee over 40. (Age Discrimination, …show more content…
Company culture was favoring those who were career oriented and always striving for more. Corporate cultures impose a certain discriminatory behavior which is not acceptable. A very good example of age disclination is when hiring and individuals are underscored due to their age. Employers usually not invite older people for an interview which is in that case not a discrimination because he or she was not even a candidate. So, it is hard to prove it was a discriminatory behavior. Another good example, when discrimination is not acceptable, is at jobs where in general terms, younger people are expected to work. I strongly believe that amateur middle age models are better than usual stereotypes. Rejecting a potential employee for his or her age just because it is unusual for the industry to hire older people is unacceptable. Personally, I enjoy seeing older stewardess, factory operator or sales rep. Older people revoke more confidence and are prone to behave more rationale in emergency or under
“92 percent of workers who have seen age discrimination happen in the workplace or have experienced it first-hand say that it is either very or somewhat common to see.” According to Gaille (2015).
Elderly folks are eminently mature and have the finest instinct about what is right and wrong though It’s challenging to change someone’s point of view in a matter like this. When such injustice takes place, it de-motivates senior workers from their work. In an article over Ageists by Vincent J Roscigno, he states facts about different views on older Americans in general and in workplaces such as, “most of the population consists of biases and preconceptions, and the accused are unashamed in their views of older Americans. Those who believe that younger employees have much more value than senior employees are inserting a strong assumption based on their age. “Ageist attitudes and discrimination is what results in lower levels of overall organizational commitment to older workers, and a “push” out of a particular workplace.” Just because of an older employee’s depiction, such unfairness circulates in workplaces which cause false impressions of older
Age discrimination affects the old and the young. It causes people to think they can just walk all over the person being discriminated ...
When the project analyzing about age discrimination, it could not proceed without mentioning about the social economic status and retirement policies. Because of the employment market will be always influenced by economy and government’s strategic incentives such as social security policy, and medical care policy.
To me, the whole process and the final decision is an age discrimination process, and not always corporations provide good reasons, besides the money, for the arrangements. Older employees are still active workers, and the law protects these employees. Even though age discrimination might happen unintentionally, many older employees are still experiencing challenges to find new jobs. The law is there to protect the older workers, but not always there is a proof or enough evidence to make employer reliable or get compensation for age
Although we live in a society that continues to progress when dealing with discrimination, there is one type that is overlooked more than others, ageism. This kind of prejudicial treatment is based on stereotyping and acting negatively towards someone who is seen as “old.” Due to where we all live, ageism is especially prevalent in the workplace. It is not as well known as other forms of discrimination like racism or sexism, but should be recognized more, especially in Silicon Valley. Unlike other forms of discrimination, we subtly accept ageism in everyday life and in the workplace without a second thought.
Unfortunately, ageism is found within American businesses specifically in the arena of hiring and promotion. In 2013, a study by AARP found that “approximately two-thirds of older workers (45-74) say that they have seen or experienced age discrimination in the workplace”
Discrimination is known to exist in all workplaces, sometimes it is too subtle to notice, and other times it is exceedingly obvious. It is known that everyone subconsciously discriminates, dependant on their own beliefs and environments that surround them. However, discrimination can be either positive or negative in their results, and sometimes discrimination is a necessary part of life.
Discrimination against older people causes unemployment rate to go up and they are uncared for in their elder years. When an individual goes in for an “interview” it is “almost impossible” for someone to get a job if they are “mid-40s” or even “late 30s” (Jackson). Laws been put in place to prevent bigotry against elders. The ADEA of 1967 “Protects individuals” of “40 years of age of older,” so they can engage in the workplace. However employers go beyond the law and segregate people over 50.
Barnes et al 2006 expresses the ideas that workplace ageism against older workers, which includes poor job status and or lack of employment opportunities can simply form one component of wider social exclusion, in which those older worker who are unemployed are more likely to have low income and or live in poor quality
Age discrimination can be considered as an act of treating someone, especially a job applicant or an employee less favorable simply because of their age. Because of this act of discrimination in and around businesses, the US legislature came out with a law known as Age Discrimination in Employment Act of 1967 (ADEA), aiming at protecting people from discrimination in the labor force simply because of their age . According to Lau, T. & Johnson, L. (2011), Age Discrimination in Employment Act of 1967 is a “federal law that prohibits discrimination on the basis of age, protecting workers over the age of forty”. This paper described fully whether is it ever appropriate to discriminate based on age.
After she shared her story with me, I was eager to research about age discrimination because even though most of the time age discrimination occurs to older employees in a work place but young employees such us myself are also considered most of the time as inexperience and incompetent. So that whether you are old or young knowing your rights and responsibilities as an employee is very important in today’s work force.
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 especially for older women more than older men. The Federal and the state should implement more regulations to protect workers' rights in all age groups, both in the younger and older generation including their race and gender.
Hiring managers and employers dismiss older workers almost with impunity. Reports of workers being blatantly referred to as “sluggish“ and “obsolete” by their supervisors are fielded in droves by employment advocates. One unfortunate 50-year old was chastised for not being “relevant” by his twenty-something supervisor. Although, Twitter, Google, and Facebook have all faced lawsuits related to their egregious discrimination against older workers, this has done little to dissuade them from continuing these practices.
Workplace discriminations were not a new issue in management today. It means inequitable and unfair to workers or job applications based on personal attributes that are irrelevant to job performance. Wayne (1995) says that it can be defined as the giving of an unfair advantage (or disadvantage) to the members of the particular group in comparison to the members of another group. In working area, discriminations are disclosed with its occurrences. For example, discrimination by colleagues to new employees is a widespread scenario in an organization. If that discrimination lasts for a long time, it not only brings negative feedback to employees but also the employer. A victim who is being discriminated from peers is suffering in psychological and emotional disturbance, and then leading in decreasing of performance and poor cooperation between employees.