Age discrimination

Age Discrimination: Bracing for Bias
Since 1994, the ratio of 1:5 involves age discrimination with overall discrimination. The percentage of age discrimination cases rose from nineteen to twenty-four between 1998 and 2002. Its believed that wide spread age discrimination reaches people in their late forty’s rather than the late fifty’s, early sixty’s. This conclusion seems to hold true in technology and financial service industries.
The U.S. Equal Employment Opportunity Commission (EEOC) reports that age discrimination for women begins sooner than for men. Inn some industries, age discrimination against women begins at the age of thirty-four. Possible reasons for age discrimination are the attraction of youth and economic turbulence. When reading a magazine, the information and pictures depict young people. It seems as if the target audience is the young people, especially women. The U.S. seems to suffer from this syndrome more than any other nation.
By concentrating on youth, companies are overlooking the older generation of worker’s possible contributions. Employers are forcing out and eliminating positions held by older individuals. These positions are typically higher-paid positions. At the same time, if they bring in a younger employee, the salary won’t be the same, so the company saves a little money. The reasoning used are nature of competition intensifying, rapid consolidations and aggressive cost cutting. By forcing out older employees, employers are making room for the younger generation of employees that will bring a high potential.
The Age Discrimination in Employment Act of 1967 prohibits discrimination o the basis of age for employees age forty and over. According to Philadelphia-based Jury Verdict Research, an average of $268,000 is awarded to individuals affected by age discrimination in the work place. It is believed that many cases involving age discrimination remains unreported due to lack of evide

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