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How to Spot Age Discrimination in Big-Brand Companies

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How to spot and handle age discrimination in the workplace
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Did you know that age discrimination actually exist even in big-brand companies? Well, if you are unaware of that, I will help to know how you can spot age discrimination in your workplace in this article today.

In the world of work, there are a lot of qualifications and requirements for one to be able to get a job or to be able to stay in one. Although it’s not a norm among companies to consider it, age is one of the things employers look at when hiring and when working with their employees. That, however, must not be important at all since age isn’t everything; it doesn’t completely define a person’s ability.

When age becomes a high consideration in hiring and working, there could be an existing age discrimination in your company. It can happen while favoring younger ones or older ones. “Age” in age discrimination isn’t limited to a certain age range only. Below are 4 signs you must look out for to know if age discrimination is present in your company. I specified how it happens to younger one and to older ones.

4 Signs That Age Discrimination Exist in Your Company

 

1. Underestimation

Probably one of the most common and most noticeable signs of age discrimination at work is underestimation of capabilities.

For a younger employee, age discrimination occurs when a certain assignment isn’t given to him/her because it is assumed that the task will be hard for him/her to accomplish as someone with lesser knowledge and experience than those older in age and in the industry. For specific tasks, there’s in need of “expert” level, and most likely, those older will be the ones needed. Younger employees are could be new employees too or with average period of work in the industry. Some tasks might not be trusted to younger employees because of their age, experience and abilities.

For an older employee, it’s kind of the same with the previous one. Age discrimination occurs when a certain task isn’t given to him/her because it is assumed that it will be hard for him/her to accomplish as someone with older age than the rest of the team, with slower mental abilities and with weaker physical capacity. A younger employee who is more enthusiastic and quicker than him/her. It may seem like a kind help for older employees, but it’s just a discrimination in disguise.

2. Unequal and Unjust Treatment

As annoying and disagreeable as it is, it isn’t good when employers don’t treat all their employees equally, fairly and justly. There are favoritisms and “special treatments” which are so unhealthy.

For a younger employee, he/she may experience this when the employer’s treatment and discipline strategy are better for those older. The discipline given to them by the employer could be stricter than those given to older employees.

Ageism in the workplace and how to spot it

For an older employee, he/she may experience this when younger employees are always given favorable attention. He/she may also be given lesser chances of getting promoted since employers are looking for the fresher and younger. If an older employee gets turned down for a promotion because it has been given to someone who’s less obviously capable and younger, age discrimination is surely in the air.

This may also be observed when it comes to giving perks and little recognition.

3. Harassment

 

Harassment at work due to age may not just be physical harassment but also verbal. This could be in the form of degrading words even when it’s just a joke. There could be offensive remarks and comments that is directly or indirectly, intentionally or unintentionally hitting sensitive matters concerning age and work.

If one is constantly harassed beyond the level he could handle, he may decide to sue his company for that.

4. Encouragement to Retire

This one’s for older employees. It does not sound really well, but some employers who do not want to have old employees anymore will politely ask them to leave by “encouraging” them to retire. There’d be some “good remarks” to be discussed and maybe some “benefits” that the employer would use to convince an older employee to retire from work.

Conclusion

As an employer, you must know that age discrimination in the company is neither healthy nor helpful to and for your business because the affected ones are your employees, your workforce. Popular evidence has shown that this is one of the reasons employees decide to resign their job and leave their employers stranded at the point they were needed most.

Remember the ones mentioned above, and always check yourself if you’re getting into one or all of those. Since the Human Resources Department handles employee concerns, work hand-in-hand with them to spot age discrimination and design possible plans and actions to counter it.

In work, age actually shouldn’t matter greatly; capability should. Age isn’t the one that is utilized at work; capability is.

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3 Comments

  1. Hi Nicole,

    Very good observation, age discrimination, favoritism and “special treatments” are common sites in lot of business places. I believe age has nothing to do with your capabilities. If one is good enough to be selected and be a part of a company’s work force. Then there shouldn’t be any discrimination in terms of age.

    Thank you for sharing this wonderful post. Have a good day. 🙂

    1. Good day, Sajid!

      Definitely! Age shouldn’t be a hindrance for one’s capabilities and talents to be be useful and recognized in the world of work. 🙂

      Thank you so much for taking time to read. I’m glad you appreciate it! 🙂
      Have a wonderful day!

  2. Good day, Sajid!

    Definitely! Age shouldn’t be a hindrance for one’s capabilities and talents to be be useful and recognized in the world of work. 🙂

    Thank you so much for taking time to read. I’m glad you appreciate it! 🙂
    Have a wonderful day!

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