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#57: Embracing Age Diversity
The One Minute For: Firing Practices Under Scrutiny, Rethinking Older Workers' Productivity, Achieving Age-Inclusive Workplaces
Art Voloshyn
June 04, 2024
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IN TODAY’S EPISODE 👀
Audio Version of This Episode
 4:51 |  Audio: #EPISODE 57 |
THE ONE MINUTE TO GET INSIGHTS ✨
by HRMorning
 | Age and Disability Discrimination: Two Cases and Their Outcomes |
1:23 | Audio: #EPISODE 57-1 |
Case 1: Forced Retirement after Hospitalization
A 78-year-old receptionist at Covenant Woods retirement community was fired shortly after a brief hospitalization. Despite her reassurances that she wanted to continue working, her manager expressed doubts about her ability to work and replaced her with a younger employee.
The Equal Employment Opportunity Commission (EEOC) viewed this as a violation of the Age Discrimination in Employment Act (ADEA) and the Americans with Disabilities Act (ADA). The company settled by paying $78,000, revising policies, and providing training.
Case 2: Termination after Heart Attack
A 57-year-old employee at Maximum Security NYC, Inc. was fired following a heart attack. The EEOC sued, alleging violations of the ADA and ADEA, as the employee was pressured to retire due to his age and health condition.
The company agreed to pay $22,500 and implement extensive anti-discrimination policies and training, including proper handling of medical records and compliance monitoring.
Conclusion
These cases highlight the critical importance of comprehensive anti-discrimination training for managers. Ensuring that all employees understand their rights and the company’s obligations under the ADEA and ADA is essential to prevent costly legal issues and promote a fair workplace.
WHAT DO YOU THINK? 💬
Have you ever experienced age discrimination at work?Please vote and comment on the web. |
THE ONE MINUTE OF EXPERT VOICE 🎙
by Johannes Koettl for Brookings
 | Are older workers less productive? |
1:09 | Audio: #EPISODE 57-2 |
In today's workforce, older employees often worry about younger colleagues taking over. However, Johannes Koettl, a Senior Economist and Research Fellow at the Institute for the Study of Labor, presents a different view, supported by statistics:
About the adaptability of older workers:
 | “Skills and abilities of older workers are not so much declining as shifting — smart employers know how to take advantage of these shifting strengths. Physical strength may decline, but certain abilities, like grip strength, can remain constant if regularly used” |
About cognitive balance in aging:
| “Older people compensate for cognitive declines by improving other functions. For example, while processing speed decreases, semantic memory, language, and speech improve” |
About the productivity of mixed-age teams:
| “Employers in Germany who implemented mixed-age teams and age-specific tasks saw higher productivity levels. Aging workforces also shift comparative advantages, with countries specializing in age-appreciating skills and white-collar work increasing opportunities for seniors” |
About valuing older workers:
| “Dismissing older workers as less productive overlooks their unique strengths and contributions. Recognizing and leveraging these attributes can lead to a more effective and harmonious workplace” |
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LET’S PRACTICE 🧪
by Skillfuel
 | Overcoming Ageism in the Workplace |
1:25 | Audio: #EPISODE 57-3 |
Ageism is a persistent issue in many workplaces, where individuals face discrimination based on their age. This can affect recruitment, hiring, promotions, and other employment aspects. Addressing age discrimination is essential for creating an inclusive and diverse work environment.
How to Do It
1. Promote Age Diversity.
Foster an inclusive workplace that values age diversity through policies, training programs, and awareness campaigns (don't forget about reverse ageism as well). This ensures fair treatment for all employees and maximizes the benefits of a diverse workforce.
2. Implement Blind Recruitment Practices.
Use anonymous resume screening and remove age-related information from job applications to reduce unconscious bias during the hiring process.
3. Focus on Skills and Experience.
Evaluate candidates based on their skills, qualifications, and relevant experience rather than age-related assumptions during interviews and assessments.
4. Encourage Lifelong Learning.
Support professional development, training programs, and mentorship opportunities for employees of all ages. This helps counteract stereotypes about older workers' adaptability and younger workers' experience.
5. Create Intergenerational Teams.
Promote collaboration between employees of different age groups to facilitate mutual learning, knowledge sharing, and appreciation of diverse perspectives.
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