Age Discrimination in the Workplace

Paper Summary:

In this article the writer looks at the Age Discrimination in Employment Act (ADEA) that was formulated in 1967 primarily to protect older people from discrimination in the workplace. This encompasses discrimination that may occur in hiring, training, promoting, benefits, and provision of responsibilities. The writer first presents the situation of older employees in the US and includes a discussion of how the situation was prior to the existence of the AEDA. The writer then shows specific strategies or techniques that may address current problems relating to older employees. Additionally, the writer looks at the implication for social workers as well as solutions that can address existing issues which are relevant to older employees. The writer concludes that in practical, economical terms, it is more beneficial if the older working force is not overlooked and mentions training programs and opportunities where a social worker can contribute to the employment of an older person.

Outline:
Abstract
Introduction
The Aging Society and Ageism
Age Discrimination Today
Resolutions

From the Paper:

"Furthermore, older employees were found to be more difficult to work with. This is because they tend to have negative job behaviors. Instead of attempting to remedy this negative behavior through a discussion, employees found it easier to replace these older workers. Moreover, older workers were found to be less suited for further training and promotion because they posed more of a financial risk than an asset.
"Prior to the existence of the ADEA, age discrimination have been rationalized and justified. Some of these have been related to an older person's cognitive, physical skill, and decision making activities. It is a statistical fact that as a person becomes older, he may suffer from more disabilities compared to a younger person. This disability may limit his ability to work. Disability rates dramatically increase by the time a person reaches 40 years old."

Sample of Sources Used:

• Clark, R. L., and Ghent, L. S. (2008). "Mandatory retirement and faculty retirement decisions." Industrial Relations, 47(1): 153-163.
• Neumark, D. (2003). "Age discrimination legislation in the United States." Contemporary Economic Policy, 21(3): 297-317.
• Perry, E. L., NicDomhnaill, O. M., Simpson, P. A., and Siegel, D. M. (2003). "Is there a technology age gap? Associations among age, skills, and employment outcomes." International Journal of Selection and Assessment, 11(2/3): 141-149.
• Roberts, J. (10 July 2003). "Older Americans in the workforce to economic future." Washington University in St. Louis. [Online.] Retrieved 17 June 2008 from the Web site: http://news-info.wustl.edu/tips/page/normal/187.html
• Stock, W. A., and Beegle, K. (2004). "Employment protections for older workers: do disability discrimination laws matter?" Contemporary Economic Policy, 22(1): 111-126.

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