Friday, December 20, 2013
Equal Employment Opportunity laws prohibit specific types of job discrimination in certain workplaces. The Age Discrimination in Employment Act of 1967 (ADEA) protects certain applicants and employees 40 years of age and older from discrimination on the basis of age in hiring, promotion, discharge, compensation, or terms, conditions or privileges of employment. The ADEA is enforced by the Equal Employment Opportunity Commission (EEOC).
A most relevant question is why must companies hire and keep mature workers?
Why not give older workers the opportunity to contribute for as long as you employ them?
For one thing, the economy is unlikely to improve any time soon. For another, take advantage of the fact that these skilled individuals have much to offer your firm - for as long as they stay. Indeed, older workers often have a record of longevity and loyalty at companies that hire them. Consider whether your company provides a workplace culture and environment in which an experienced worker is happy and contributing. That employee might not be so excited to jump from a good ship where they are valued, for a few thousand dollars a year. Read more here
At the same time, there's a sense of urgency to the quest for workplace harmony, as baby boomers delay retirement and work side-by-side with people young enough to be their children — or grandchildren. Put people of widely different ages together — and there are bound to be differences. Baby boomers, for example, are workaholics, while younger workers may demand more of a work-life balance. The solution for a growing number of companies: generational awareness training to help foster understanding and more effective communication among its workers.
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Posted by Your Diversity Career Consultant at 4:17:00 AM