We are all too familiar with stories of workplace toxicity and abuse, from sexual assault and harassment to racism, misogyny, and LGBTQ+ discrimination. These issues persist in the public consciousness. Many people are prevented from telling their stories because of silencing mechanisms that exist in the workplace, such as nondisclosure agreements and forced arbitration.
Much less talked about, but just as pernicious, is age discrimination. Older workers bring decades of experience and knowledge to their workplace, making their organizations more productive. They also train and teach colleagues, and mentor younger employees still learning the ropes.
But too often, because of their age, older employees face various forms of discrimination, such as being let go because their employer can hire younger workers at a lower salary. When looking for a job, they might meet or exceed the requisite qualifications, but aren’t hired for vague reasons that imply the issue might be their age—their “lack of energy,” for instance. Or perhaps they’re forced out because they have aged out, or an employer wants a younger-looking person to represent the company.
The examples are endless, and we are all familiar with them, having witnessed or experienced such incidents ourselves or heard about them from colleagues, family, and friends. But...
Israeli citizen Ilit Raz pled guilty to securities fraud charges in the US after she was found to have defrauded investors of around $27 million by misleading them about the core aspects of a comp...