Types of Age Discrimination
1. Hiring Bias: This occurs when employers make decisions based on age rather than qualifications. Older individuals may be overlooked for employment opportunities, while younger ones might face scepticism about their experience.
2. Promotion and Advancement: Discrimination can be evident in promotion decisions, where age becomes a factor rather than performance and skills. Older employees might be denied advancement opportunities based on assumptions about their ability to adapt, while younger ones may face similar challenges due to a perceived lack of experience.
3. Training Opportunities: Age discrimination may surface in access to training programs. Older employees might be denied training opportunities under the assumption that they won’t benefit as much, while younger employees might be overlooked due to assumptions about their long-term commitment.
4. Job Assignments: Biasness can influence the type of tasks or projects assigned to individuals based on age. Older workers might be excluded from challenging assignments, while younger ones might be given tasks that don’t align with their skills and potential.
5. Termination and Layoffs: Discrimination can be evident in decisions to terminate or lay off employees. Older workers may be targeted under the assumption that they are less adaptable, while younger ones might be let go due to perceptions of inexperience.
6. Harassment: Age-related harassment involves unwelcome comments, jokes, or behaviours targeting individuals because of their age. This can create a hostile work environment for both older and younger workers.