Taking a Look at Age Discrimination

Age discrimination in the workforce is a major issue in Today’s society. Although this is hardly ever mentioned, it is a concern that affects the aging population and their work performance. Those who are of old age are often not given a chance and looked down on. They are thought of as being mentally and physically in decline, less adaptable, unwilling to be trained, and costly to the organization. The elderly are considered “slow workers.” They are often forced to work extra hard to prove to their employer, they are capable of working as effective as the young. Defining someone’s work performance according to their age is against the law. The Age Discrimination in Employment Act (ADEA) addresses discrimination against the older population. This Act was passed by congress to ensure people of age 40 and older are given fair judgment in the workforce; however, the maturing population of baby boomers has led to an increasing number of elderly workers. This has cause age discrimination to rise. It is important that we review and analyze age discrimination has a political issues that must be changed. Although ADEA sets out to help the aging population, changes should be made within the employer. In order to seek change, one must first understand ADEA and how it promotes fair treatment for the elderly.

First, Age discrimination is a very common reason why some people are not employed. However, there are laws in place that prohibits this kind of discrimination. Miller gave an explanation on the about age discrimination act (ADEA) of 1967, it prohibits employment discrimination on the basis of age against individuals forty years of age or older (Miller,2013).

There are many different types of bias that exist in the work place, community and family, however age bias has long term effects on a large part of the population that stems to finances and mental health. The article written by Ms. Melissa Dittman provides in depth look at how many people are effected by ageism, the repercussions of those experiencing this particular bias and how to help solve and prevent this problem.

There has always been some “ism” that social movements have fought against throughout America’s history, and the issue of “ageism” was finally addressed in The Age Discrimination in Employment Act. Ageism can be defined as prejudiced beliefs, attitudes, and behaviors pertaining to older adults. To understand the ADEA fully, a brief history of age discrimination is useful to comprehend the Structural Level of this bill. Discrimination based on age was not a large issue until the beginning of the 20th century, mainly because it was a tacit form of discrimination. For the most part, people worked until they were at an age where they did not feel useful, and for the rest of their lives their families would take care of them. Industrialization

The Age Discrimination in Employment Act (ADEA) of 1967 was created to “promote employment of older persons based on their ability rather than age; to prohibit arbitrary age discrimination in employment; and to help employers and workers find ways of meeting problems arising from the impact of age on employment” (as cited in Rothenberg & Gardner, 2011, p. 10). The act was intended to help the older workforce stay employed and prevent employers from discriminating against employee because of his/ her age. Also, a study showed that “between the years of 2000 and 2010, the number of employees over the age of fifty-five increased by over 11 million and the number of age discrimination cases reported to the Equal Opportunity Commission (EEOC) also increased by over 8,000 during those same years” (Tauro, 2014, p. 256). Therefore, these statics prove that

The phrase "ageism" refers to two notions: a gregariously constructed way of cogitating older persons predicated on negative postures and stereotypes about ageing and a proclivity to structure society predicated on a posit that everyone is puerile, thereby failing to respond opportunely to the authentic desiderata of older persons. Treating people unfairly based on their age has been in attendance in the society because of the inclination of developments that is happening. Ageism is sometimes a cause for individuals acts of age discrimination and as well as discrimination that is more structured in nature, treating people in an unfair situation ascribable to age is known as age discrimination (Ontario Human Rights …). Treating people unfairly

In today’s economy and workforce, ageism is a factor that we see appear way too often. Ageism reverses it’s roles (discrimination for being too old and discrimination for being too young) and changes its job essentials when need be. The effects of Ageism do not “discriminate”. This particular discussion has an experienced meaning to me since I have encountered ageism in previous employment. However, before sharing my experience I would like to express my position on the posted statement. “Older workers take employment from the young”. I spoke with a few friends on this issue and their responses seemed bias for the fact that we are all young (19-21), yet each of us obtain jobs that Older adults normally obtain. My friends and I discovered that

72% of women between the ages of 45-74 say they have experienced some form of ageism at work, compared to only 52% of men (Palmer).The government should make better laws to prevent age discrimination and make harsher punishments for employers that discriminate against employees because of age. The age discrimination laws do not protect against ageism towards young people (Age Discrimination). The elderly are more likely to experience ageism, however sometimes there are instances where an employer might pass on a candidate because of just because of their youth. It is important for employers to give everyone an equal opportunity for a job.

To critically and comprehensively address this case, it is convincingly important to assess the laws that forbids age discrimination and wrongful termination in workplace. Under the law, age discrimination can involve treating an employee or applicant less favorably because of her or his age. In accordance to the “Age Discrimination in Employment Act, it is unlawful to discriminate an employee on basis their age. The law is categorically clear that an employer not discriminate individuals who are 40 years old and above (Walsh, 2013). It should be noted that the Act provide for protection for the people/workers below 40 years. However, some states in the United States have laws in place that protect young employees against age discrimination. It is unlawful or illegal for employers or any other entity to consider hiring/favoring an older worker over the younger one. This withstands even if both employees are 40 and above. The law strongly prohibits age discrimination in any aspect of employment including firing, hiring, pay, promotions, job assignments, trainings, layoffs, benefits, and any other condition or term of employment.

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 discrimination is an issue today, more than ever especially when companies seek to avoid having to pay retirement or medical benefits and do so by firing older employees who might be about to invest in their pension or who might need medical attention. Another reason is that older employees may be paid more than new hires, so companies replace older workers with new workers just for that reason. This type of change is in addition to those who are simply biased against older workers and who take any opportunity to remove older works and bring in new blood

Employees are increasingly pushing back retirement leading to an older and higher proportion of older employees in the workplace. In fact, the SHRM Workplace Forecast (2013) released by The Society for Human Resource’s listed the generation gap as a top future workplace trend. In addition, women are to becoming more and more a part of today’s workforce. However, both older individuals and women remain highly stereotyped groups.

I began my exploration with this academic article, “An examination of beliefs about older workers: do stereotypes still exist?” composed by Barbara L. Hassell and Pamela L. Perrewe who both work in the department of Management. This article analyzes the convictions about older workers and focuses more on the relationship of the individuals. Their investigation considered the interactions, demographic variables (gender, educational level, ethnicity, income level) and the position of the individual who looks over the employees towards the older workers. This article mentions how older people hold a positive outlook when applying for a job but it did also say that the younger people have a much more outlook on the older people. The numbers show that older workers have filed lawsuits due to the discrimination that some have encountered when applying for a job. The numbers have continued to rise, but since the average age has increased in the work industry, many companies will realize that employing older workers is key due to their experiences and knowledge they have gained from previous jobs. The author makes a claim that the more experienced older workers may overcome the stereotype that is labeled on them. If more companies tend to hire older workers and not fall into the stereotypes that many employers believe in, then it will be outdated. The stereotype being outdated

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

Elderly people are often stereotyped as forgetful, weak, or unable to take care of themselves; keeping this in mind, how can you logically hire an elderly person to do a job that a young, more physically fit employee could undoubtedly perform with less risk and effort. Stereotypes such as these are playing a huge role in the controversy over mandatory retirement. Morgan