"Experience is simply the name we give our mistakes.
The human race is mortal, and every day people are born and people die. For the business world, age is a defining factor in the workplace, whether a person is competent to do their job or are wise and disciplined enough to do it, more often then not comes to their age. It is also the most widespread form of discrimination, because at one point everyone becomes a victim. .
Age discrimination can work both ways as well. For example, the younger and more skillful worker may not get the job an older and equally experienced worker will. Or perhaps the older and high experienced worker might not get the job because the younger worker will work for a lower salary. In 1988 the Netherlands evoked an Age Discrimination law, in which 60% of all cases won in suits against employers, ranging from young people to old. .
Fortunately, age discrimination and most of the laws protecting individuals are well known. 90% of recently polled individuals "think- it is unlawful to sack an employee based on age alone (ICM Polls). In this paper I will cover several topics regarding age discrimination .
How can it be avoided in business?.
What are the political and economic consequences of such conduct?.
What policies would help prevent age discrimination?.
Opinions and Conclusion.
Currently the main legal standard regarding Age Discrimination is the ADEA or The Age Discrimination in Employment Act of 1967. As stated on the The U.S. Equal Employment Opportunity Commission's website. (EEOC).
The Age Discrimination in Employment Act of 1967 protects individuals who are 40 years of age or older from employment discrimination based on age. The ADEA's protections apply to both employees and job applicants. Under the ADEA, it is unlawful to discriminate against a person because of his/her age with respect to any term, condition, or privilege of employment -- including, but not limited to, hiring, firing, promotion, layoff, compensation, benefits, job assignments, and training.