Attitudes and Policies Inhibiting Hiring of Older Workers
Older workers often encounter age discrimination from employers, especially through the use of age limits when placing job advertisements. Even in cases where there is no explicit age limit stated, older workers receive a less favorable treatment when it comes to recruitment, training and promotion. The reason for this is the attitude that aged workers have particular characteristics that are undesirable. For example, they are considered to be slow in carrying out tasks, are of poor health, are resistant to change, have an inflexible attitude and are of low trainability. Usually, such beliefs and attitudes held by colleagues, customers and employers usually affect the employment decisions when it comes to older workers. In today’s society, older workers can be considered to be those of generations such as the veterans and the baby boomers, both of whom may be viewed as an ancient generation by Generations Y and Z who make majority of today’s workforce (Holtzman et al 163).
While employers view older workers as being reliable and loyal, they are also viewed as being less motivated and flexible. Employers also view them as being of poor health and fitness which makes them more of a liability to the organization, and others view them as having outdated skills. Negative skills that might exist in the workplace regarding older workers is that they are reluctant to accept new technologies, are less able of learning and grasping new ideas, are less adaptable to change, and are less interested in continual trainings that organizations carry out. As such, employers often devise policies that effectively lock out older workers out of job opportunities. For example, they can specify an age limit on the type of employee they want, they can specify the year in which the said applicants should have graduated, and they might test proficiency in IT skills.
Staying Relevant in the Workplace
As workers get old, they should always learn how to remain relevant in the workplace and avoid discrimination. First, they should never be complacent. Despite the routine over the many years of working, one should ensure that they do not loosen up since this is what results in the stereotype of being slow and less productive. Older workers also need to embrace change since it is inevitable in an organization and in a world which is extremely dynamic. One should be able to stay adaptive to adjustments in workplace procedures, processes and personnel (Holtzman et al 166). This also means keeping in touch with the latest relevant developments in technology, as well as current events and business trends. Any attempts of resisting change will most likely lead to a loss of job. Older workers should also learn to solicit and accept continuous feedback. They should be keen and concerned about what other people say about them. This information can be obtained in the course of normal daily conversations whereby the old worker can know where he or she stands.
Older workers can counter the stereotypes that portray them as being inflexible and lacking the will to learn by demonstrating enthusiasm to learn and clear thinking. It is important that they also get acquainted with social platforms such as Facebook, LinkedIn, blogs, Twitter and others. This can often portray one as being in touch with technology which makes them fit in with younger workers. In summary, an old worker should master all the aspects of his or her current job, stay relevant in current events and trends related to their profession, become aware of any changes in the profession and acquire certifications or credentials relevant to the profession.
Works Cited
Holtzman, Diane M., Kruger, Evonne J. and Srock, Charles D. Generational Diversity in the Workplace: Understanding and Managing Diversity. Boston: Pearson, 2012.
