Age Discrimination In EmploymentHave a look at this advertisement which you might have often seen in the various job-openings: Required a young, dynamic person between age-group of 25-35 for a multinational company. The person should have pleasing manners and appealing personality. Salary is no constraint for the right candidate. This is a general notion found in the mindset of employers looking for energetic and enthusiastic young people in their organization. They think that what a young man or woman can do for the company, cannot be accomplished by the person of 40 years. So, the employers avoid keeping employees of a generation ahead. Moreover, the employers tend to keep the younger generation at work because they are paid less as compared to the experienced hands. Many instances are found when the employer demotes the senior and declares for fresh recruitment giving the reason that the company is in search for "new blood". All these examples stated are about the victims of age discrimination. This practice of age discrimination has become much prevalent in the organizations. These employers forget that these old workers have been the root of their organization. They stop valuing the older workers because of whose experience and wisdom, the company reached at this height. The employees are not being judged because of their caliber and potential but are being made discriminated because of their ages. The increase in the age discrimination has also affected younger employees as they are being professionally exploited. More work is pressurized from them and this has resulted in the practice of unequal pay for equal work. In order to save the rights and potentials of aged employees, the Age Discrimination in Employment Act of 1967 (ADEA) came into being. This act of law safeguards the interests of employees who are 40 years of age or older from facing discrimination at work place because of the age factor. We all should not deny the fact that we all have to grow old one day and how will we react when we will be discriminated on the age factor. The employment should be given on the factors of education, caliber, potential and skills. The success of the organization is with the strength of its employee whether young or old. It's not a denying fact that the younger generation is enthusiastic and dynamic in their approach toward work but on the same hand, we should not forget that without the guidance and experience of old employees, the company wont be able to reach its landmark. Hence, we should stop this practice of ageism against the elderly because every individual make a difference. We are living in the literate world of the 21st century, therefore, the stereotyping and prejudice against individuals on basis of age should be stopped. We have battled enough and won against race and gender discrimination that were prevalent in our society. So, let's join hands and stand for the need of old workers in our organizations. These old workers are the pillars of strength and an institutional memory of the company. |