week 4_ Diss 1

Professor and Class,

As the cost of living continues to increase, the longer individuals are needing to work. Therefore, individuals are working past the retirement age to continue to collect a steady income that will help them pay their bills effectively. Some underlying situations that contribute to discrimination by age is the details presented in a job qualification. Many employers expect individuals to have a bachelor or master’s degree, which is fine. However, many baby boomers received their degrees many years ago that detailed outdated information than what is presented now within a college course. Employers will need to reconsider the word format when drawing up a job qualification and maybe detailed individuals to have certifications because baby boomers could take steady training and classes to obtain certifications to stay up to date on present issues within their field of business. I believe employers should consider having a multi-generation leadership team because this could increase diversity and inclusion and have employees feel comfortable that there is opportunity to grow regardless of age. Also, employers should train employees regularly as technology continues to expand. That way many baby boomers are feeling left out when new technology is presented, and they have the choose whether to learn and continue to grow or retire due to the new demand of technology. Either way employers have to adhere to the Title VII and not discriminate on any employee or potential hire due to age but rather look into their qualifications, job performance and skill set to determine the appropriate candidate for a job. 

Monique Wrote:

At my job there is a power struggle between the old timers and the new administration. The old timers are vested, know their jobs and voice their opinions without fear of losing their jobs. The new administration is mid-thirties with little experience and instead of looking to the seasoned employees for wisdom and protocol, they overlook them, implement new technology without training and encourage them to retire early. When new positions open they require technical knowledge that most older candidates wouldn't be familiar with, require arduous activities, expensive family health care plans and offer low salaries that experienced candidates would reject. It's all a ploy to hire younger workers that will follow directions unchallenged. The down side is that our turnover occurs at about a year and a half for new hires. I believe older employees value stability and feeling fulfilled at work. Younger generations are ok with bouncing from job to job frequently. I think employers can diversify their hiring by putting focus on ability to complete tasks rather than assuming age is a liability. Taking the date of birth off applications is also a way to reduce potential discrimination. Also implementing some diversity training that shows value for older employees and identifying how different age groups communicate.