Types Of Diversity Protected Under Federal Laws

Many employers view the old employers especially the baby boomers as too rigid, failing health, lack of enthusiasm, afraid of new technologies, do not want to learn new training (stuck in old ways), and expensive to keep. Many aged people are viewing job advertisements with pictures of younger employees. In addition, the aged are facing high cost of medical insurance and healthcare. With the obstacles in the job market, the aged could possibly experience social isolationism, low self-esteem, and financial hardship.

Diversity is about respecting individual differences these can be: ethnicity, physical abilities, gender, age, religious, beliefs, sexual orientation, material status, politic, region, religion, disability.

Ageism influences the presence of diversity because those who are affected by ageism within their career may lose their

Are State Senate district 12, and State Assembly districts 24 and 25 racial gerrymanders prohibited by the Fourteenth Amendment’s Equal Protection Clause with race as a predominant factor in redistricting?

The Department of Labor estimates that by the year 2012, the Labor Force will be over age 55 (Harvey 184). In a time when issues such as Age and Ability are at the far front for a lot of employers, understanding how to deal with an aging workforce is essential. The debate on how to address this issue is only beginning.

Some negative examples of how people in the workforce perceive older adults in the workforce are that older workers produce lower quality work, inflexible, less productive and are resistant to change. Some employers believe older adult workers skills are dated or do not have the required set of competence needed. Giving training and continuing education opportunities as well as companies adapting these courses to those with less experience technically will help with ensuring that older adults continue to feel like a vital part of the business and keep working until they decide to

Workspace demographics now span four generations. A twenty-something hired this year can expect to find that they working with colleagues who are older than they are by fifty or more years. The reason for this is primarily due to labor shortages for trained personnel in many industries. In addition, many older workers are now delaying retirement due for economic or other reasons. Many of the baby boomer generation can now be expected to delay retirement into their seventies. (Randstad USA)

Age discrimination has long been present in society due to the rapid development happening around us. According to Farney, Aday & Breault (2006), this era of ageism is defined as "discrimination against any age group", but it often is pointed to age discrimination among adults which is slowly causing a negative effect for them in the workplace. In the workplace, adults with more experience and longer history behind them are targets of this ageism belief that companies and employers tend to have (Farney, Aday, & Breault, 2006). They are shunned and even fired in favor of accepting new and fresh faces for the company they have worked for. Unknown to most companies and employers, this notion of favoring the young and banishing the old can

Over the last few years there has been a growing concern over ageism in America’s places of business, not only through job advertisement, but also during the hiring process, among current employees, and even issues during the end of a person’s career. While there are many types of discrimination in the workplace, all of which are illegal, ageism is prevalent at every stage of a person’s career and can impact not only the employee or potential employee, but the whole company as wellcompany as a whole. Individuals who are over the age of sixty-five make up a large percent of the workforce, and many are dedicated to their employers, it’s when the employer believes that they can hire someone who is much young to do the work that ageism begins to play a role in their career. It isn’t till they companies see that it may take three younger employees to complete the task that of a senior employee.

There are many types of diversity, racial, ethnic, cultural, age, gender, and geographic. But diversity can also include

     By making a healthy business case for age diversity, many employers have driven significant change within their organization. The business case is based on a simple premise; people are living longer than ever before and are having fewer children. As a result the population is aging. From an employment perspective, the dramatic drop in numbers of young people

The first thing to acknowledge about diversity is that it can be difficult. In the U.S., where the dialogue of inclusion is relatively advanced, even the mention of the word “diversity” can lead to anxiety and conflict. Supreme Court justices disagree on the virtues of diversity and the means for achieving it. Corporations spend billions of dollars to attract and manage diversity both internally and externally, yet they still face discrimination lawsuits, and the leadership ranks of the business world remain predominantly white and male.

Today’s workforce environment is comprised of a wide variety of Millennials, Generation Xers, Baby boomers, and even some Traditionalist. Organizations are learning that there can be challenges when working with a diverse age of employees. Every age and generation has different and unique characteristics and values that prove to be challenging and advantageous. What motivated one generation of workers will not necessarily motivate another. In an organization age has an impact in many aspects such as hiring, promotions, workload, innovation, creativity. Each age group can bring something to the table in a positive and negative way. No matter the age or generation that an individual is from they all want equality in the workplace.

As a healthcare provider I deal with aging population on daily basis. Although healthcare advances have affectively increased age of survival, it does not change the lifestyles and employment challenges in the elderly. Given the economic downturn in the last decade, significant amount of population had to change their retirement goals or had to return to workforce to maintain their lifestyles. As an employer it may be challenging to maintain a balance between the energy and advances gained from a younger worker versus the wisdom and maturity of a seasoned aging

There¡¦s no doubt about it, the newest diversity issue in the workplace is age diversity. Many organizations have finally figured out how to recruit young talent only to watch them drive down a collision course with seasoned employees over issues like work ethic, respect for authority, dress code and every work arrangement imaginable. And they're not sure what to do about it.