Ideally speaking, every employer should offer equal opportunities to all members of their organization. Regardless of what race, gender, or age group an employee belongs to, companies must act reasonably and ensure a safe working environment. Unfortunately, this isn’t always the case since the industrial setting can serve as an avenue for discrimination.
According to the American Association of Retired Persons, 2 out 3 workers at the age of 45 or older have experienced age discrimination on the job. From seemingly harmless remarks to unfair labor practices, it’s sad to know that age discrimination is a prevalent issue in the workplace.
What Is Age Discrimination?
Age discrimination refers to the unethical treatment of an employee on the basis of their age.
Although it is typical for employees above the age of 40 to be on the receiving end of such unfair treatment, younger professionals may also be victims in some instances.
What Are Examples Of Age Discrimination?
Ageism can be challenging to spot since it can take up different forms and occur at any stage of an employee’s tenure. Aside from age-related comments, some managers might overlook the competencies of senior staff and provide more growth opportunities for younger employees. In addition, certain employees may receive less job benefits, be refused certain raises or promotions, or even unjustly forced to retire from their position.
No matter which age group is at risk, age discrimination should never be tolerated. This workplace issue can pose threats to one’s well being.
What Do I Do When I’m Experiencing Age Discrimination?
Thankfully, there are two laws in the U.S. that protect you from age discrimination. These are the Age Discrimination in Employment Act of 1967, which protects people aged 40 or older from being denied employment on the sole basis of their age, and the Fair Housing and Employment Act, which prohibits age discrimination against employees who are 40 or older.
If you believe you may be dealing with age discrimination at work, it’s important to address this. You may raise the issue with HR by providing them a detailed, written account of the incident along with any pertinent evidence you may have.
If HR fails to address the situation properly, you may also opt to work with a legal practitioner to file a discrimination charge with the Equal Employment Opportunity Commission (EEOC) which will launch a formal investigation on the matter.
Viridiana Valdes is an experienced Marketing Specialist at Shegerian & Associates with a demonstrated history of working in the law practice industry.
