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Written by: Christine V. Walters, JD, MAS, SHRM-SCP, SPHR, FiveL Company
Last month, the U.S. EEOC published a report, "The State of
Age Discrimination and Older Workers in the U.S. 50 Years After the Age
Discrimination in Employment Act (ADEA)." The ADEA applies to employers
with 20 or more employees and prohibits discrimination in employment based on a
person's age of 40 or above. Since its enactment, many states have followed
suit providing broader protections, including prohibiting discrimination on the
basis of any age.
The EEOC's 54-page report walks
the reader through the history of the ADEA and its enforcement; demographics of
the aging workforce; changing trends in discrimination and related charges -
who's filing and on what bases; and proactive practices. A few examples
include:
The
leadership of an organization should create and foster a workplace culture that
extols ability and rejects discriminatory stereotypes and words
Employers
and employees should recognize and reject stereotypes, assumptions, and remarks
about age and older workers
Increasing
the age diversity of the employer's workforce; and more
For
more information and practical tips, join FiveL's August webcast by the same
name, "Age Discrimination: Looks Can be Deceiving." Click here for more information
or to register.
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