The Age Discrimination in Employment

I. Introduction
Age Discrimination is a form of prejudice that has been around for centuries. It occurs when
an individual or group of people is treated differently based on their age. Age discrimination
is still an issue in the workplace today, and it has the potential to limit opportunities, create
unfair working conditions and lead to unfair dismissals. It often results in the victim feeling
isolated, demotivated and discriminated against due to their age. The Age Discrimination in
Employment Act (ADEA) seeks to protect those who are age 40 or older from being
discriminated against based on their age. This law does not, however, protect workers under
40 from such discrimination. There are a variety of approaches that can be used to combat
age discrimination in the workplace, such as providing education and training for employees
and managers, creating age-sensitive policies, and hiring a diverse workforce. Employers
should provide ongoing training for both employees and managers to help them understand
the importance of an age-diverse workforce and why it is important to create and maintain
policies that protect everyone from age-based discrimination. In addition, employees should
be trained on how to report any potential age discrimination, and managers should be
trained on how to investigate any claims of age discrimination. Having a diverse workforce is
also important, as it can help create a more inclusive culture and foster a greater
understanding of the different ages within a company.

II. Counterclaim
When hiring workers it should consider the age of every applicant to know their skills and
abilities. And, in other companies they’re not hiring an individual because an employer wants
a younger-looking person for the role.
If a person receives a negative performance review because they were too old or inflexible
to taking on new projects.Firing an individual because management wants to hire and retain
younger less expensive workers.Turning an individual down for promotion because they are
“too old” for the position or they want “new blood” in a position.When company layoffs are
announced, most of the persons laid off are older, while younger workers with less seniority
and less on-the-job experience are kept on.Before termination, supervisors or management
made age-related remarks about an individual such as the person being “over-the-hill,”
“ancient,” or “an old man or woman.”

III. Arguments

Age discrimination in the workplace is a troubling yet common occurrence. According to

Arvin Ramos, resource management consultant, notes that age discrimination can take
many forms. Some of the most common examples being when learning opportunities are
given to younger employees and older employees are excluded from promotions, pay rises,
or new job assignments. In addition, age discrimination can also occur when an employer
makes assumptions about an employee's abilities based on their age. This can be difficult to
recognize and even harder to prove, making it a pervasive problem for many professionals
throughout their careers.
Chapter 9 of its book, written by Golub, Filipowicz, and Langer, examines ageism through
the lens of Langer's notion of mindfulness. They contend that mindfulness can both shed
light on how ageist attitudes might be reduced as well as how they can be established and
maintained. For instance, they discuss ageism from a relatively novel perspective, arguing
that younger adults frequently create environments for older people that perpetuate
stereotypes and encourage dependency. According to their age, we tend to instinctively
categorize people. The issue with this, of course, is that when we perceive someone who
belongs to that age group, our stereotypes and prejudices linked with that group may also be
automatically aroused.