Age discrimination occurs when somebody is treated unfairly because of their age. The problem may arise in several situations, such as when obtaining a job, renting a home, or obtaining services. Here we’ll discuss age discrimination in the workplace.
Several nations, including the United States, prohibit age discrimination under the Age Discrimination in Employment Act (ADEA) of 1967, which makes it illegal to discriminate based on age. ADEA applies to employers with 20 or more employees, as well as to labor organizations and employment agencies.
According to the ADEA, employees who are 40 years of age or older are protected from age-based discrimination at all stages of their employment, including hiring, promotions, salaries, and job assignments.
Employees who believe they were discriminated against in the workplace due to their age may file a complaint with the Equal Employment Opportunity Commission (EEOC), the federal agency responsible for enforcing the ADEA.
Here are a few things that employers and HRs should keep in mind to avoid such mishaps:
1. Hiring: Employers need to make hiring decisions based on qualifications and job-related skills, rather than age.
2. Promotion: Instead of promoting employees based on their age, employers should promote employees based on their performance and merit.
3. Pay: Employers must ensure that their employees are paid based on their job performance and qualifications, rather than their age.
4. Policies: Employers must ensure that their company policies and practices do not negatively affect older employees. It is important for employers to eliminate policies and practices that negatively affect older employees.
5. Training: It is the responsibility of employers to provide equal training opportunities to all employees, regardless of their age.
6. Layoffs: When deciding whether to lay off an employee, employers and HR should consider his or her performance and efficiency, not their age.
7. Retirement: As an employer, you should not force or encourage your older employees to take early retirement by luring them with incentives such as early retirement packages or other freebies.
8. Harassment: Employers should prevent employees from being harassed based on their age. Coworkers, HR, and employers should refrain from making insulting comments, or remarks based on age.
9. Victimization: Any employee who filed an age discrimination claim with HR or management must not be victimized any further by avoiding them or treating them unfairly.
Final words
It’s important to recognize that age discrimination can have negative consequences for both individuals and society as a whole. It can lead to lost opportunities, lower pay, and reduced job satisfaction for older workers, and can also result in a less diverse and experienced workforce.
HR professionals and business owners should be prepared to address and resolve any age discrimination complaints that may arise. This may involve conducting an internal investigation, taking corrective action, and providing training to employees to prevent future incidents of age discrimination. To know more and stay updated, check out Compliance Prime.
