How to Prevent Discrimination in the Workplace

Discrimination of older employees in the job market is a contentious issue. Employers focus entirely on the age factor when hiring or dismissing workers. Various critical issues and discussions emanate from the modern literature concerning discrimination of older employees in the workplace. Although age discrimination is a prevalent issue, its causes are very contentious. First, it is very difficult to prove the existence of age discrimination without conducting thorough research. Various authors ascribe age discrimination to market imbalances and consequences of long-term fluctuations in the economy. Economic downturns, demographic transitions, and cultural variations that involve implementing strict rules may prompt the government to undertake policy interventions aimed at protecting the well-being of older employees.

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Age Discrimination in the Workplace Essay Sample

Discrimination can take a very overt form (e.g., refusal to hire women into certain jobs), but in many instances, gender discrimination involves the degree to which the workplace is open to versus resistant to the participation of women.

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Discrimination in workplace Essay - 2057 Words

Although the United States imposed the Age Discrimination Act nearly three decades ago, age discrimination is prevalent. The implementation of the Age Discrimination Act in the year 1967 indicated the official acknowledgment of the existence of age discrimination in the workplace. The aim of the Act was to promote equality in the workplace regardless of the age of the employees. Initially, the Act protected workers aged between 40 and 65 years. However, in 1987, the age limit covered the employees aged between 65 and 70 years (Gregory 2001).
Although the Age Discrimination Act exists, the aging population, especially in the western nations raises grievances regarding their future employment scarcities and retirement pensions. Some of the policy responses recommend raising the retirement age, labor force engagement and enhancing employment market for the senior employees. Other suggested solutions included improving accessibility to training, allowing employment flexibility and implementing anti-discrimination laws. Indeed, most governments and private institutions often offer subsidies as way of promoting early retirement instead of equipping senior workers with new knowledge and expertise. During the 1970s and 1980s, the government focused on eliminating the older employees from the employment market. The governments aimed at increasing the number of younger employees as well curb the unemployment crisis caused by economic depression (Taylor and Walker 307-318). The government implemented various policy interventions such “employment release initiatives” that enticed the aged employees to take early pensions.
A recent decision by the European court system indicates that age discrimination is illegal (Gregory 2001). The court’s ruling implied that infringement of rights based on employment-related issues contradicts with the Equal treatment laws. However, Gregory (2001) asserts that raising awareness regarding age discrimination in the workplace may take some time before implementation. It is uncertain about the pervasiveness of the law. Therefore, the enforcement of this law, employers are freer to dismiss older employees or pay them low. Research conducted in 2005 by Cranfield University students revealed that about 20 percent of the employers are cautious on the new law, while as 20% contributed to perpetuating age discrimination.
The intricacy aspect of age discrimination implies that any policy interventions undertaken by the government have limited consequences. However, alluding from the Disability Act, Taylor and Walker (307-318.) argue that disallowing discrimination of older employees will cause no significant impact in the labor market. In other words, outlawing age discrimination is far from banning employees from performing background checks on employees. Therefore, employers will still discriminate senior employees because anti-age discrimination laws are limited to certain aspects. This is why even after the United States banned age discrimination in 1967, the vice is still predominant in the modern society (Gregory 2001).

Thousands of women have suffered from discrimination in workplaces because they are pregnant, disabled, or of the opposite sex.

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The discrimination against the women in the workplace is a serious issue which has influenced the economy and the human resources in any country or company.

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