Age discrimination harms young and older employees, raising legal and strategic challenges for HR professionals. Termination and promotion decisions aren’t the only considerations; lower engagement may result from age discrimination as well.
“Age discrimination is often understood as something that happens to older people, but age stereotypes can disadvantage people at either end of the age continuum,” said Carol Kulik, a professor at Adelaide University in Adelaide, Australia. In her team’s research, younger workers said they receive less support for their caregiving responsibilities because managers associate caregiving with older employees.
There is evidence that age discrimination happens at young ages, especially in some industries, Kulik added. For example, in the tech sector, people in their 30s report experiences of age discrimination, though the Age Discrimination in Employment Act only protects workers age 40 and older, she said.
Sometimes young employees are excluded from client-facing opportunities or leadership roles due to perceptions that they lack credibility or experience due to their age, said Christina Hymer, an assistant professor at the Haslam College of Business at the University of Tennessee, Knoxville.
As for older workers, false assumptions sometimes impede their advancement, Kulik noted. For example, a manager might erroneously assume that a 55-year-old worker is not interested in advancement and might not encourage them to apply for a promotion....
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