Age Discrimination in the Workplace Essay 2
Age Discrimination in the Workplace
Age discrimination in employment is a complex issue which impacts many areas of Government policy and has many implications for individuals themselves. Age discrimination can occur across all spectrums of employment and can affect both young and old. Age discrimination can affect a person’s chances of getting a job, and potentially their chances of promotion or development within the workplace. Age can also be a factor when employers are deciding who should be selected during a workforce downsize or redundancy of work due to a mergers and acquisitions. Age seems to be more of a common issue in the workplace than racism or sexism. Approximately 20% of all complaints filed with the Federal Equal Employment Opportunity Commission (EEOC) are for age discrimination, settlements and jury awards are substantially higher in age related cases than in those for race, sex or disability discrimination (Age Discrimination, 1999). Generally older people are accused of lacking energy and flexibility, while young people lack experience and want it all. Many people do not get the opportunity to show whether or not they have what it takes because of their age. These people are being discriminated against and therefore, robbed of their employment opportunities.
Definition of Age Discrimination Direct and indirect forms of age discrimination exist in employment. Obvious forms of discrimination are where people hold strong, stereotypical views about a person’s capabilities to do a job or to be developed because of their age. An example is an employer could regard all 23 year olds as immature and incapable of managing older workers, even if they have the right experience and qualifications for the job. On the other hand, an employer could consider those over 50 unable to learn new technology due to change and their age.
Age discrimination can affect younger workers when it comes to wages irrespective of their abilities.
Age discrimination in employment is a complex issue which impacts many areas of Government policy and has many implications for individuals themselves. Age discrimination can occur across all spectrums of employment and can affect both young and old. Age discrimination can affect a person’s chances of getting a job, and potentially their chances of promotion or development within the workplace. Age can also be a factor when employers are deciding who should be selected during a workforce downsize or redundancy of work due to a mergers and acquisitions. Age seems to be more of a common issue in the workplace than racism or sexism. Approximately 20% of all complaints filed with the Federal Equal Employment Opportunity Commission (EEOC) are for age discrimination, settlements and jury awards are substantially higher in age related cases than in those for race, sex or disability discrimination (Age Discrimination, 1999). Generally older people are accused of lacking energy and flexibility, while young people lack experience and want it all. Many people do not get the opportunity to show whether or not they have what it takes because of their age. These people are being discriminated against and therefore, robbed of their employment opportunities.
Definition of Age Discrimination Direct and indirect forms of age discrimination exist in employment. Obvious forms of discrimination are where people hold strong, stereotypical views about a person’s capabilities to do a job or to be developed because of their age. An example is an employer could regard all 23 year olds as immature and incapable of managing older workers, even if they have the right experience and qualifications for the job. On the other hand, an employer could consider those over 50 unable to learn new technology due to change and their age.
Age discrimination can affect younger workers when it comes to wages irrespective of their abilities.