This paper does not attempt to discuss the effects that age discrimination in the workplace can have, but instead endeavours to explain why it occurs. It states and discusses the reasons that people consciously and subconsciously discriminate based on age.
Account for age discrimination within the modern workplace
Thesis statement
This paper does not attempt to discuss the effects that age discrimination in the workplace can have, but instead endeavours to explain why it occurs. It states and discusses the reasons that people consciously and subconsciously discriminate based on age.
Account for age discrimination within the modern workplace
Age discrimination within the workplace is a highly complex and multifaceted issue that affects both government policy and individuals in a sundry of ways, and can happen across the entire spectrum of employment. According to Johnson and Neumark (1997, cited in ‘Age discrimination, job separation, and employment status of older workers: evidence from self-reports’), it is a grave problem of fairness. Roscigno, Mong, Byron and Tester (2007, cited in ‘Age discrimination, social closure and employment’) add that it is a pressing social and sociological issue as well as being one of fairness. When a person is applying or interviewing for a job, age discrimination can have an impact on whether or they are selected. Additionally, when a person is already in a position, it can impact upon whether or not they receive a promotion or the opportunity for development and progression. Furthermore, it may affect an employer’s decision as to which employees are selected for redundancy. Of course, there are numerous forms of discrimination in the workplace, such as discrimination based on race or gender, but age discrimination appears to be more prevalent and problematic than any other. Johnson and Neumark (1997, cited in ‘Age discrimination, job separation, and employment status of older workers: evidence from self-reports’) state that there is more research available on race and gender discrimination, despite the fact that age discrimination is more prevalent. McCann and Giles (in Nelson, 2004, p. 166, cited in ‘Ageism: stereotyping and prejudice against older persons’) argue that while various sources suggest that around only 20% of all complaints regarding workplace discrimination are in connection with age related discrimination, out of court settlements and court-ordered settlements are significantly greater. Using various articles and textbooks, this essay will endeavour to account for and provide explanations for why age related discrimination occurs within the workplace.
Contrary to popular belief, age discrimination can affect younger people as well as older people. Snape and Redman (2003) assert that age discrimination, now much more broadly defined, used to apply only to older people. However, Sargeant (2008: p. 80, cited in ‘Age discrimination in employment’) states that it affects them in different ways. The most obvious form of age discrimination occurs when stereotypes are applied to people because of their age with regards to their ability to do a job. Older employees are often criticised for traits that come naturally with age, such as being less energetic and less flexible. Roscigno et al. (2007, cited in ‘Age discrimination, social closure and employment’) also add that there are perceptions of older people as being less responsive and resistant to change in the workplace. They argue that stereotypes of older workers have grown from a society obsessed with youth. Younger employees are often disparaged due to their lack of experience and, as Snape and Redman (2003, cited in ‘Too old or too young? The impact of perceived age discrimination’) suggest; a perceived lack of disloyalty. Many job advertisements contain a minimum age requirement, but these Sargeant (2008, p. 87, cited in ‘Age discrimination in employment’) argues that these could be justifiable due to occupational restrictions, such as HGV drivers or those involved with gambling or the sale of alcohol. Sargeant (2008: p. 79, cited in ‘Age discrimination in employment’) distinguishes four different sub-groups of age discrimination: young age discrimination; middle age discrimination; older age discrimination; and senior age discrimination. According to Snape and Redman (2003, cited in ‘Too old or too young? The impact of perceived age discrimination’), despite the possibility that they may actually be more than capable of undertaking a role, many people are not offered the occasion to prove this as a result of their age. In essence, such people are being denied suitable employment opportunities. Of course, it is an entirely different story when qualifications and skills are lacking. Referring to a 2001survey of the perceptions of people between the ages of 18-30 with regards to age diversity in employment, Sargeant (2008: p. 82, cited in ‘Age discrimination in employment’) notes that respondents felt that age did not matter as long as they had strong qualifications and skills. Therefore, this suggests that young people may also suffer discrimination as a result of poor qualifications and skills, and not just as a result of their age.
However, assuming that a candidate does have the right qualifications, skills and experience, employers could overlook those in the young age group for reasons such as a perceived inability to manage employees older than them. Inversely, citing a 1998 survey, Sargeant (2008, p. 98, cited in ‘Age discrimination in employment’) notes that older employers prefer to employ younger people to be their subordinates. According to Roscigno et al. (2007, cited in ‘Age discrimination, social closure and employment’), the preservation of hierarchy is important because of the advantages that it affords. So, it is clear that there is a link between hierarchical position and age. Snape and Redman (2003, cited in ‘Too old or too young? The impact of perceived age discrimination’) also argue that younger employers are likely to hire younger employees due to a preference to working with people of their own age. From consideration of various studies, Roscigno et al. (2007, cited in ‘Age discrimination, social closure and employment’) note that employers could also disregard those in the older and senior age groups because they believe they: are incompetent in relation to adapting to using new technology; are less flexible; are less organised; are less productive; could request better pay; require more expensive insurance; may not work for a period long enough to justify training costs incurred. In general older employees are often considered to be more costly than younger employees. Roscigno et al. (2007, cited in ‘Age discrimination, social closure and employment’) state that employers prefer to hire younger people because it means they can sidestep pension payments and reduce wages. Friedman and Miles (2006: 254, cited in ‘Stakeholders: theory and practice’) cite a great example of this. In the last decade, in an attempt to slash costs, Unilever made redundancies across their many divisions. Employees were told that their services were no longer required, but in truth it was not their services that were not required; it was them. Their positions were filled by younger workers as part of a graduate scheme. Using their predecessors, Unilever trained the new graduates, and within a short period of time they had a workforce that cost half the price. Additionally, citing a 2001 report, Sargeant (2008, p. 99, cited in ‘Age discrimination in employment’) states that occupation specific discrimination occurs. For example: lawyers often work long, unsociable hours, so younger people without dependants are preferred; in retail, younger workers are given less training because they are seen as unreliable and disloyal. Johnson and Neumark (1997,cited in ‘Age discrimination, job separation, and employment status of older workers: evidence from self-reports’) also comment on the cost of older employees and state that many companies have a mandatory retirement age so they can dispose of the higher-wage, older employees and replace them with younger ones.
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- Quote paper
- Durant Maive (Author), 2014, Accounting for age discrimination within the modern workplace, Munich, GRIN Verlag, https://www.grin.com/document/270825
