HRMT 413

To: The C.E.O, Fly Eagles Fly, Inc.,

From: Human Resources Manager

Date: November 7, 2024

Subject: Dealing with Age Discrimination Through Targeted Training

The feedback received in the recent past has revealed some practices of age discrimination in the company, especially in relation to employees who are 50 years of age and above in the Fly Eagles Fly, Inc. Some team members have reported that their colleagues have made remarks about their flexibility or technical expertise, which aren’t true. These remarks create a less diverse atmosphere and can negatively affect overall participation and performance. Age discrimination is prohibited under the Age Discrimination in Employment Act (ADEA), and if not addressed, it can result in legal consequences in addition to damaging the company’s image and employees’ morale (Kaya, 2019).

To this end, I suggest that the company conduct a training program for all employees, which should be called "Respecting Age Diversity in the Workplace." This program will be conducted for all employees with special emphasis on managers to whom reporting staff report directly. Training topics will include identifying age discrimination and prejudices, learning about the ADEA, and tips on how to prevent discrimination against older workers. These sessions are going to be practical with role-plays and other activities to make the employees aware of the biases they may have due to age.

Training on age discrimination in organizations fosters respect and equality in the workplace, which are important components of organizational development (Froidevaux et al., 2020). If employees are made to realize that they are valued and understood at the workplace regardless of their age, they will definitely be motivated towards their work and the active fight against discrimination will reduce legal exposure but also contributes to the company’s image as a non-discriminatory employer, allowing it to attract and retain the best employees (McGinnity et al., 2020). Cultivating respect for diversity enhances teamwork, decreases employee turnover, and improves organizational innovation and cooperation.

The training is expected to cost $5,000 and will take two hours per department, but it will not be conducted all at once to avoid affecting the productivity of the department. Predicted consequences are the reduction of ageism, increased inclusiveness ratings in the employee engagement questionnaires, and improved team integration. This approach is consistent with our company’s policy on legal compliance and creates a friendly environment that embraces all employees irrespective of their age.

References

Froidevaux, A., Alterman, V., & Wang, M. (2020). Leveraging aging workforce and age diversity to achieve organizational goals: a human resource management perspective. Current and emerging trends in aging and work, 33-58. https://doi.org/10.1007/978-3-030-24135-3_3

Kaya, R. (2019). Environmental vulnerability, age and the promises of anti‐age discrimination law. Review of European, Comparative & International Environmental Law, 28(2), 162-174.

McGinnity, F., Quinn, E., McCullough, E., Enright, S., & Curristan, S. (2021). Measures to combat racial discrimination and promote diversity in the labour market: A review of evidence. Dublin: ESRI.

To: The C.E.O, Fly Eagles Fly, Inc.,

From: Human Resources Manager

Date: November 7, 2024

Subject: Dealing with Age Discrimination Through Targeted Training

The feedback received in the recent past has revealed some practices of age discrimination in the company, especially in relation to employees who are 50 years of age and above in the Fly Eagles Fly, Inc. Some team members have reported that their colleagues have made remarks about their flexibility or technical expertise, which aren’t true. These remarks create a less diverse atmosphere and can negatively affect overall participation and performance. Age discrimination is prohibited under the Age Discrimination in Employment Act (ADEA), and if not addressed, it can result in legal consequences in addition to damaging the company’s image and employees’ morale (Kaya, 2019).

To this end, I suggest that the company conduct a training program for all employees, which should be called "Respecting Age Diversity in the Workplace." This program will be conducted for all employees with special emphasis on managers to whom reporting staff report directly. Training topics will include identifying age discrimination and prejudices, learning about the ADEA, and tips on how to prevent discrimination against older workers. These sessions are going to be practical with role-plays and other activities to make the employees aware of the biases they may have due to age.

Training on age discrimination in organizations fosters respect and equality in the workplace, which are important components of organizational development (Froidevaux et al., 2020). If employees are made to realize that they are valued and understood at the workplace regardless of their age, they will definitely be motivated towards their work and the active fight against discrimination will reduce legal exposure but also contributes to the company’s image as a non-discriminatory employer, allowing it to attract and retain the best employees (McGinnity et al., 2020). Cultivating respect for diversity enhances teamwork, decreases employee turnover, and improves organizational innovation and cooperation.

The training is expected to cost $5,000 and will take two hours per department, but it will not be conducted all at once to avoid affecting the productivity of the department. Predicted consequences are the reduction of ageism, increased inclusiveness ratings in the employee engagement questionnaires, and improved team integration. This approach is consistent with our company’s policy on legal compliance and creates a friendly environment that embraces all employees irrespective of their age.

References

Froidevaux, A., Alterman, V., & Wang, M. (2020). Leveraging aging workforce and age diversity to achieve organizational goals: a human resource management perspective. Current and emerging trends in aging and work, 33-58. https://doi.org/10.1007/978-3-030-24135-3_3

Kaya, R. (2019). Environmental vulnerability, age and the promises of anti‐age discrimination law. Review of European, Comparative & International Environmental Law, 28(2), 162-174.

McGinnity, F., Quinn, E., McCullough, E., Enright, S., & Curristan, S. (2021). Measures to combat racial discrimination and promote diversity in the labour market: A review of evidence. Dublin: ESRI.