Age Discrimination in the Work Force

Age Discrimination in the Work Force A Presentation By: Chanella Bentley Joseph Bido Evelyn Gago Lidia Kacic Besmir Martinaj

SEE • A. Young Workers • Inexperience causes immaturity • Unreliable • Abused a. ask no questions b. have no demands c. desire no insurance

SEE (cont’d) • B. Old Workers • Experienced due to age • Insured with high salaries • More demanding a. for better work environment b. very outspoken with work related concerns

SEE (cont’d) • B. Old Workers (cont’d) • Lack of efficiency a. very hard to teach new things b. do no adapt to change

SEE (cont’d) • C. Think! • Is it ethical to dismiss an older person just because s/he is asking for more money and care coverage if s/he produces more/less?

SEE (cont’d) • C. Keep Thinking! • Do you think a productive older worker should be fired because you can hire a younger worker because its cost efficient?

JUDGE • A. Personal Model • Viewing the person for who they are…..human! • Value • Truly human aspects: the person is the source of the thing, the thing serves him

JUDGE (cont’d) • A. Personal Model and Discrimination • There would be no age discrimination under the personal model • But - without competition companies would not be as productive

JUDGE (cont’d) • B. Commodity Model • Viewing the person in accordance with what they produce, a persons worth is a “thing” y + 1x = person

JUDGE • Commodity Model (cont’d) • “Things” are used to measure humanities worth, it enslaves humanity.

JUDGE (cont’d) • Commodity Model (cont’d) • In most cases people are being dismissed because their too expensive; regardless of their production • The commodity form is therefore justified in this situation

JUDGE (cont’d) • C. Exceptions • The commodity model is applicable in age discrimination • However there are cases where the personal model applies a. producer can not suffer a personal loss

JUDGE (cont’d) • C. Exceptions (cont’d) • Can not make profit a. profit = means Therefore, the personal model does not serve the means

ACT • According to a recent AARP survey conducted, 1500 employees between the ages of 45 to 74, nearly 70 percent, revealed that they plan to work after retirement and 28 percent suggested they would pursue part time employment.

In 2005, the median age is expected to rise to 55 years old. Workers 55 and older will increase by 7 percent by 2015, Therefore, Managers should expect and plan for: Adequate time off Health care benefits Flexible Schedule Pension Benefits ACT (cont’d)

ACT (cont’d)

ACT (cont’d) • The only way to undertake problematic situations such as age discrimination, is through effective communication. • Worker may see themselves as: • Ignored • Excluded • Feeling pressured to leave the workplace

ACT (cont’d) • A way to instill a positive image for an aging workforce is to remove any stereotypical views and notions, through education. • Commitment • Considering Needs • Age Diversity Workshops

Age Discrimination • If you have any questions or comments please feel free to ask !

Age Discrimination in the Work Force