This report is about discrimination against older workers in Australia.
The purpose of the report is show how older workers are discriminated against.
This report focuses on workers over 45 years of age.
The report compares younger and older workers.
The report shows that many workers lose their jobs after turning 50.
The major recommendations are to improve training or upgrade the skills of those in there 40. So employees will recognize and value older workers and there will be no gap between older and younger worker.
Introduction
This report is about discrimination against older worker over age 45. It is being written and requested by Phil McKnight. Jintana Blackman is conducting this research. It is background information relevant to the report because the writer’s family member had been discrimination by the employer.
Discussion
Age discrimination legislation introduced
One of many issues in Australian society is discrimination against mature-age of 45 workers. The government introduced legislation of age discrimination in 2004. The legislation was not passed until July 2011 (Wong 2014).
Unlawful age discrimination
According to a new report, Australian workplaces deny to training or labelling to mature age workers as well as occupational health and safety risk. The report from employment issues related with age discrimination towards older people about health claims such as depression, memory loss and balance problems. People should be able to work with limit of their skills, abilities and aspirations no matter what of age (Southam, 2010).
In 2008-2009, the major of complaints relate d to employment come from people aged over 45. The issues discrimi...
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...e or they should hire older workers. The report shows about unemployment rates and any different between younger compare with older worker work as a team of their personality and skills. Also shows Employment to population and detail of Opposition Leader Tony Abbott proposed incentive payment to employers if they hire older workers.
The unemployment rates in May 2014 had gone up to 5.8% and report from ABS shows 50% of unemployed were people who aged over 45. The Federal Government want people to retire at age 70 years the employers need to corporate and helping hand to older workers not judge the way their look and with their performance. Ii is cost $10.8 billion each year to Australian economy if nothing happen soon.
I will be glad to discuss with you any questions you may have about the report, please contact Jintana Blackman at 0421-764-598.
Your sincerely,
A new criterion for the ideal person must be made to not include things such as sex, but to judge a person based on his or her capabilities in doing what he or she does. The question remains on the support for equal treatment based on age, which is a very controversial debate, as factors such as higher wage from experience, or even having the contemporary knowledge for a certain job. One thing is for sure though, on a common view that as people reach old age, they become physically weaker, which may cause employers to not want to hire seniors that needs money to get by, which goes to show how there are many seniors out on the streets searching through public garbage cans for recycles in exchange for a meager income - with an out of portion amount of seniors of colour in such a circumstances goes to show an obvious language barrier still prominent throughout society. What amounts to a “fair” and “equal” treatment of the
(Bendick, Brown & Wall, 1999). A new awareness of older workers has emerged as retiring
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 shows that the ADEA is not as effective as it suppose to be and its purpose of prohibiting age discrimination has not been implemented efficiently in workforce. The ADEA somewhat has enabled Americans work longer, however, it might not be the best
Stossel and Mastropolo’s thesis did not come until at the middle of the article when they talked about how Murray Schwartz is convinced “that older people can do the job just as well as younger people and believes that employment age discrimination laws are a crucial protection for older workers” (paragraph 11). With this issue, there are two sides of argument in this article: one is from the corporate as to why it is a necessity to fire people when they come of age, and the second one is from the workers being affected at this age discrimination. There are several people applying for jobs these days and a company attempts to fill that job with the best qualified person. If a per...
Research has shown that there are no performance differences between older and younger employees (Billet, 2011, p. 1249) and due to their reported positive attitude towards work, strong work ethic, infrequent absenteeism and low turnover, the extra training costs that may be required in the area of technological advancement would yield a higher return on investments than a younger worker who does not possess these qualities.
The Age Discrimination in Employment Act of 1967 is an act that was passed that clearly states that employers can’t be discriminate against someone based on their age 40 and older. The older adults are trying so hard to hold onto their jobs with dear life, because if not they will be nudged out and pushed aside. Not because of anything but rather because of their age. Age discrimination is on the rise as young as 50 years old. Age discrimination can happen to anyone regardless of your race, ethnic backgrounds or sexual orientation. A study was published in the Journal of Age Ageing and in the report it said that British People 50 years old and older faces discrimination about one third of them. In a resent survey older adults says job insecurity
"The Aging Workforce." NTAR Leadership Center/U.S Department of Labor, 2007. Web. 17 Dec. 2013. .
And with the aged care reforms it enables people to have more choice, control and easier access to services involved within aged care. And with these reforms it enables people to live at home longer, a work force within the aged care which is stronger and more options with advocating for the clients using the Aged care services. And within the aged care industry there are around 350,000 workers who work across nearly 21,000 aged care providers. One of the main legislations that make sure that those using the aged care services are being looked after is The Aged Care Act which makes sure that those using aged care services are not being discriminated against due to their gender, cultural views, language, geographical location and economic status. And also under the aged act, it enables aged care facilities to receive funding depending of the quality of care and service provided and that the client’s needs are met. And promotes care that would need to be high
With Australian population growing old faster than ever, the number of reported age discrimination cases against elderly have increased significantly. According to trends studied by AMP.NATSEM (2015), it is expected that by 2035 65.1% of men and 72.1% of women are likely to be unemployed. Age discrimination is a barrier to psychological and financial well-being of elderly. The survey by National prevalence survey of age discrimination in the workplace (2015) showed that one in four of Australian aged more than 50 years have faced discriminatory behavior at their workplace occasionally with over 80% individual suffering negative impact on their life. It is hard to ignore that discrimination prevails in every industry actively from recruitment
This strategy aims to employ workers from different backgrounds to provide tangible and intangible benefits for the business. The employers are the ones who control everything from the wage, promotions, incentives and the termination of the older counterparts. They are increasingly concerned about updated skills, physical demands, early retirement, and the cost of maintaining an older worker. Despite how employers may feel, companies cannot afford to neglect talent at any age. The employer should take advantage of the skills that the older employee posses, and carefully position them in jobs that matches their skill level as well as the job to be done. “Regardless of the change organizations make in the structure and functioning of the workplace of the future, it appears likely that older workers will play a crucial role (Hedge,Borman,& Lammlein, 2006). Different acts and laws are governed to respond to any discrimination against older employees in the workforce. Employment agencies, labor unions, local, state and Federal government are bound by these laws such as: Older Workers Benefits Protection Act (OWBPA); The Americans with Disabilities Act (ADA), Older Americans Act (OAA), to name a few. Funds for service by the Congress are provided in forms of grants for various programs yearly. States, counties, and cities recognize the value of the servicing and are generous in providing additional funds, benefits and in-kind economic benefits too. Because area and state agencies on aging are doing very little in a way to use mass media to promote themselves, the aging network is probably missing a large number of disadvantage people who should be receiving services but who are unaware of them. Much more emphasis has been placed on tying together the federal services for the older workers, but it should not have taken a federal initiative to make states see
However, with these high demands, there are a number of workforce shortages across the health-care system. Our ageing population is already placing a large strain on the health system and its services through to their consent use and access. There has been more of an inclusion in specialised health services such as GPs, specialists, primary health services (at home nursing, hospitals, ambulance) and basic accommodation and living environments for those who require it. Through implementing these strategies, although it may be helping, it is also causing quite a significant plunge within positions in the workforce. This further places a strain on the health system, as there aren’t enough people to perform these duties. Having the aged more dependent on these workers, it is something that the government and education programs should look to in order to meet these demands for workforce shortages, ensuring that there are enough qualified personnel within aged health-care. The Australian Government has put in place certain systems and strategies, which help to provide care and support for the aged. Some of which may include the National Strategy for an Ageing Australia. The system focuses solely on addressing the disadvantages faced by the group. It looks into income
The issue at hand constitutes that companies are not willing to look beyond their aging workforce, choosing instead to push them out of the technological loop rather than attempting to incorporate them as valuable assets. "There is enough research that says older workers are dependable, they can change, they can learn. What we haven' t come to grips with is that research and management practice are not always related" (Capowski, 1994, p. 10).
The anti-discrimination legislation, the Age Discrimination Act 2004, which is the most recent, intends to ensure that all Australians of any age are treated justly with equal opportunity. According to the Age Discrimination Act 2004 “The Act also provides for positive discrimination – that is, actions which assist people of a particular age who experience a disadvantage because of their age”. The age discrimination within a workplace can be clearly explained by a case where age discrimination is evident, Elizabeth is a 17-year-old who was employed by a recreational centre as a customer service attendant on a casual basis. She claimed she had not been given shifts for approximately four months because she had been replaced by a younger worker. As the following employee has been replaced by someone younger, the employer is discriminating Elizabeth in the reason of her age. Consequently, Elizabeth filed a complaint, as the manager’s choice of action was unjust. The complaint was resolved through conciliation with an agreement that the employee will still be employed and transferred to work in a different branch of the company. The employer must take reasonable care of their workers in terms of health and safety. Providing the employer does not do the following, the manager could
Age discrimination can be something the fact that regular employee understands almost nothing of the subject. Despite the fact that, most Americans are working longer to ensure a productive and comfortable lifestyle. Countless of individuals who are working day-to-day lives for being middle aged may pretty good possibility associated with an age prejudice act, age discrimination is usually a non-issue to the majority of individuals. This frame of mind is shown in the literature that is readily available about the subject. Therefore, the subject of Age Discrimination is the topic in which I wish to learn more about (U.S. Equal Employment , 2017).
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.