Age Bias In The Workplace

The Department of Labor estimates that by the year 2012, the Labor Force will be over age 55 (Harvey 184). In a time when issues such as Age and Ability are at the far front for a lot of employers, understanding how to deal with an aging workforce is essential. The debate on how to address this issue is only beginning.

Over the next decade, it will be a challenge for employers to attract, keep, and develop a skilled work force for numerous different reasons ranging from the evolution of technology to fewer foreign students coming to America for work. Adding to the problem, companies are finding themselves managing four generations of workers. Based on their generation’s life experiences, each group has its own diverse characteristics, standards, and attitudes towards work. The four generations are as follows: Silents (1925-1946), Baby Boomers (1946-1964), Generation Xers (1965-1980), Generation Ys or Millennials (born after 1980). It is up to management to relate and motivate employees of different age groups. The purpose of this paper is to inform readers

For decades there has been extensive research on generations to better understand characteristics such as personalities, motivations, and work ethics to help current and future employers better understand how to engage targeted demographics. As a result, in recent years there has been a lot of dialogue around Generations X and Y as employers have tried to understand what attracts, retains, and engages these individuals in the workplace. It’s evident that not understanding and respecting these differences can lead to misunderstanding, miscommunications, mixed signals, and possibly the loss of talent within an organization. Over the next couple of paragraphs I will elaborate on each generation and highlight their values as it is important to

Over the past 100 years, many analysts can see evident a rise and decline of the United States population. Looking further into the demographics there are currently 73 million millennials aging from 18 to 34 that will soon account for one in three adults by 2020 (Catalyst, 2012). However, despite the increase of millennials, the overall U.S population continues to grow older. Retirement is a subject of the past in this decade and many over the age of 65 are living and working longer thanks to better health and stability in jobs. In fact, the population of older Americans is expected to more than double by 2060 (Catalyst, 2012). Looking at these statistics overall, we are seeing an increase in both generations meaning they are most likely going to have meet face to face within the workplace. This in result, has made it possible to have five generations in the workplace simultaneously. This is truly remarkable and can have a great effect on a business. Looking in the past at how much has changed in the few years, there was only 10.8% of the 65 year old crowd still working in 1985. Presently, thanks to the U.S Bureau Labor Statistics predicts for the year 2020 will comprise of 22.6% of 65 year olds still working (Ganett Company, 2014).

This rapidly aging population indicate that countries will count with less working-age people in their economy. The private sector tends to discriminate people over 50 which limits their participation in the labor force affecting the economy of countries. “Businesses will soon have little choice but to be more attentive to the needs and capacities of older employees; their ability to adapt could become a source of competitive advantage.” (Bloom et al). A huge transition is coming, and we have to be prepared to deal with those

Each generation has developed a set of values and postures that are different from one another. Organizational settings should understand these generational differences in order to be more effective in leading a multigenerational workforce (Al-Asfour & Lettau, 2014). Leadership Training on the Generational Gap & Age Discrimination solutions are an important issue concerning creating a training programs to combat age gap problems in the workplaces. This might help to lower discrimination violations and complaints in the workplace and to the Human Rights Commission. Society in America has become much large in age gaps in labor this is not myths, but a mere reality that needs plans for solutions.

There are many challenges facing managers and leaders in current workforce. The variety of cultures, races and generations in today’s environment is making work harder. “Managing will also get even more difficult because of globalization, multi-generational workforce, dependency on technology, unethical behaviors and practices.” (Kaifi,2013,pg.217). In this paper I will talk about the three generations that we have had over the past sixty years – the Baby Boomer Generation, Generation X and the current Generation Y, known as Millennials. This rich mix of generations in the workforce can be attributed primarily to labor shortages experienced in many industries and the rising average age of retirement.

As the globalization of work continues and the generational age groups change, the focus on understanding and “leveraging” the skill differences between the groups is becoming more and more critical to the success of a business. Organizations must continue to motivate and engage this multi-generational workforce for the best performances.

In class, we discussed the rift that exists between younger and older workers in the workforce. Employers are hiring more young workers that possess fresh ideas and technical skills that older workers lack. Older workers often are content and are reluctant to learn new practices or skills.

Ageism has been a relative subject in the workplace for several years. It was not as acknowledged in the 1800’s but more in the last 20 centuries. For example around the late 1800’s around the American revolutionary the older population fought in wars and the worked in corner stores till the day they died. Now day’s people retire and stop working around the ages 65-70. Although for the older folks who want to work longer or want to work for extra money, it can be very hard to get a job. Since the last 20 centuries “ageism in the workplace is still with us despite major gains over the years” (Rogers 1). Ageism is more popular these days because are negatively stereotyped. Being stereotyped not only makes seniors angry but can possibly shorten a person’s life span. “In a study of 660 people over the age of 50, found that people who held more positive self-perceptions of aging lived 7.5 years longer than people who held negative self-perceptions related to aging” (Weiss 1). Because the fact that ageism related to people’s health makes it an even bigger setback. Ageism in the workplace is caused because the people hiring may think that “they’ll leave anyway, so why

In Supervision Managing For Results (2013), the author establishes that the Generation Y whom I consider to be youngest “are often highly self-confident, achievement-oriented, internet savvy, upbeat, impatient, and tenacious. They often love to learn, are socially conscious, can multitask, like to network and socialize with others, desire meaningful work coupled with feedback and recognition, and enjoy flexibility and autonomy at work” (p.384). Furthermore, the older generation (Baby Boomers), “value personal growth and self-gratification, a comfortable life, the use of logic, teamwork and involvement, and their own health and wellness” (Newstrom, 2013, p. 384). Also, having a strong work ethic, drive to succeed, willingness to give it their best and time to achieve a goal are characteristics of the baby boomer

The Society for Human Resource Management article discusses the challenge many companies face of finding qualified workers and the importance of engaging and retaining mature workers to help meet that challenge. A recent Gallup poll found that Traditionalists and Baby Boomers are actually more engaged while at work than their younger counter-parts Gen x and Gen Y (Gallup, 2013). While their engagement percentage is higher, we shouldn’t get too encouraged by that; it is still a shockingly low number: 42% of Traditionalists and 32% of Baby Boomers (Gallup, 2013). That means the remaining 58% and 68% respectively could either decide to retire or could be adding more value.

An aging workforce indicates that the average age of workers is increasing. This means that the present majority of workers in the United States are older than the majority of workers in previous years. Currently, 20% of workers are over the age of 65 and by 2020, 25% will be over the age of 55 (Overview, 2015). From 1994 to 2014, employees aged 65 to 74 increased 126% and employees 75 and older increased 117%. Regardless of what the actual numbers were in 1994 vs. 2014, this extreme increase means that the aging workforce is not slowing down anytime soon. Between 2012 and 2022, employees aged 65 to 74 are said to increase by another 72.1% and employees 75 and older are projected to increase by another 85.2%. Also, work schedules of employees

“The number of employees over the age of 55 has increased by 30 percent; however, the number of 25- to 54-year-olds has only increased by 1 percent” (Claire, 2009). In 2008 the eldest of the 77 million baby-boomers turned 62. Estimates are that by the end of the decade about 40 percent of the work force will be eligible to retire. As people begin to reach the age of retirement there may be not be enough new employees to fill the gap (Clare, 2009). Companies need to find ways to attract Boomers and Millennials. Companies that want to attract Boomers and Millennials need to be creative in their culture, HR policies and work environments.

This report by Rony Parmar entitled “HR Challenges of Aging Workforce” provides an overview of problems which arise because of aging workforce and tried to give some of the solutions to cope up with that. It also explains that why age matters at the workplace. Parmar also covers the multi generational labour force with some statistics so that we can understand the problems better. This report is helps us once we are on the floor. As most of us are from Human Resource field it is going to help us a lot in actual situation.