Ageism – Essay Examples: Free Age Discrimination Essay Samples

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Age Discrimination in the Workplace Essay Free Sample

Does it matter how old you are when it comes to the workplace? Some say it does. If an employee is way too young they probably lack the expertise. When too old, their senses can be impaired, they are less likely to make unbiased decisions. So, are these opinions fare or are they just prejudice in conjunction with age discrimination?
Let us first consider why a young specialist would be discriminated. We mentioned the lack of expertise. But is it always the case? Well, there is Mark Zuckerberg, for instance, who created the world’s most popular social network at the age of 23. This is why I believe the age is not an obstacle as long as employees have necessary knowledge and skills.

The second group of employees that is in risk of being discriminated are old people. They are usually treated as though their professional skills are not up to date; their judgment is based on old fashioned reminiscences of long gone “better times”. However, more often than not it is not the case either. Take Warren Buffet, 84, one of the richest men and the most successful investors on Earth.  Would he still be so prominent and well respected economist had his decisions were false?

To my mind, the age discrimination takes place only because people are afraid of being overshadowed due to their lack of confidence, jealousy and spite. Those people judge by the cover, rather than by the inside and the contribution that either young or old are able to deliver. I see this sort of discrimination inacceptable, unprofessional and wrong. In order to fight this exhibition of intolerance, big international companies pay higher attention not to the age while dealing with the staff but to credentials and skills they possess.

Introduction

Many people deal with age discrimination in the workplace at some point in their lives. It might begin from the very interview with a company. Older workers are often the target of staff reductions in the workplace. Certain professions may be more prone to discriminate than others. They might seek only young workers, to project a younger image for example. Many people face not only age discrimination, but also other limitations when applying for jobs. Along with discrimination based on national origin, sexual preference, race, and disability status – age discrimination is a rights violation. Age alone is not a reason to fire or terminate a worker in a profession or another. This paper concerns age discrimination at the workplace and possible solutions to this problem.

Limitation of job responsibilities

It is reasonable for an employer to limit job responsibilities or even fire a worker in the event that  he or she cannot perform their job because of some problem. But merely assuming that a worker is incapable of performing a particular function because of their age is discrimination: “Older workers face ageist stereotypes and biases, especially in the workplace and in recruitment. These negative attitudes label them as too costly, too inflexible and too difficult to train” (Hockey, 2015). Age in isolation must not impact a worker’s career. One field where older people often face discrimination is in the service industry. An employer might prefer their waiters and bartenders, hostesses and receptionists because young people are considered better-looking, more attentive, or more pleasant. Inversely, there are those who might find older people more attractive, more attentive, or more pleasant to deal with. But, at least in the US, one could argue that society tends to favor the young. While young workers might lack experience and skills, they may be deemed as more valuable employees. 

Age discrimination can be related to the potential employee’s sex. For example, married women or female workers at reproductive age might not be hired because of their age, as the employer might fear they’ll become pregnant even though an employer has no right to terminate a worker for this reason. 

While an argument can be made that an employer has a right to consider the impact that an employee’s age will make on clients in the sphere of customer service, certainly in jobs that don’t involve face-to-face interaction, it’s harder for an employer to argue for or against hiring an employee taking into account age. 

If a worker performs his or her job duties distantly or works in certain professions, say, as writer, SEO-specialist, painter, designer, IT specialist and more, it’s much more likely that taking into account an employee’s age is unsound and discriminatory. 

One way or another, a worker can rely on Labor Code or state law in order to defend their rights (Age Discrimination in the Workplace). Age harassment at the workplace is illegal, so both employers and employees should remember this when hiring or applying for a job.

Conclusion

In conclusion, age discrimination at the workplace is both inappropriate and illegal. Moreover, all employees must have equal rights and opportunities for promotion. Each and even worker deserves to be treated with respect and have access to a fair and healthy work environment.

References

Age Discrimination in the Workplace. Retrieved October 24, 2015 from https://dwd.wisconsin.gov/er/discrimination_civil_rights/publication_erd_10453_p.htm

Hockey, J. Ageism in the Workplace Hurts Us All. (2015). Retrieved October 24, 2015 from http://www.theage.com.au/comment/ageism-in-the-workplace-hurts-us-all-20150302-13ta5q.html

Age Does Matter: Understanding the Ethical Conundrum in Juvenile Penalties

Introduction

It takes a village to raise a child.  For juveniles involved in criminal offenses, their unlawful acts are considered caused by unstable aspects in their personality development. Frequently, this instability is caused by the failures of institutions. Imposing the same sentences for juvenile delinquents with that of their adult counterparts is generally considered a clear breach of our ethical standards due to their lack of physical and mental development, and hence, responsibility.

Influence of environment on children’s criminal activities

Children tend to engage in criminal activities based on the information they collect from their environment. It could be from an abusive background at home, exposure to illegal acts, and sometimes an undiagnosed mental disorder. Nevertheless, compared to adult crime offenders it is clear that they are still underdeveloped in terms of maturity, psychosocial interactions, as well as mental and neurological progressions (Hertz, 2012). Hence, the chances of rehabilitation are higher with juvenile delinquents. 

Necessary control and regulation

According to Steven Hawkins, executive director of Amnesty International USA, “we have to maximize all our potentials to successfully reintegrate children in conflict with the law to our society” (Sheriff, 2015). Imposing an adult level sentence such as life-long imprisonment without parole only implies our failure as a community, as a nation, and as a humanity. It suggests that we do not maintain the necessary control and regulation of the youngest cohorts of our society. 

Human rights advocates have endorsed the complete abolition of sentences at par with adults in criminal judicial systems such as corporal punishment, and life imprisonment without parole (Vincent, 2010). Although the former has been eradicated through Article 6 of the International Convention on Civil and Political Rights, the latter is a subject of judicial ethical considerations for different countries and states in the US. 

Conclusion

Society should aim to better the criminal law and judiciary system with the proper rehabilitation systems available in order to properly convey justice. However, early preventive measures at home, in school, and within communities will minimize crimes by helping to prevent them. While it is true that it takes a village to raise a child, a village can also guide a child to their own demise. 

References

Hertz, R. (2012, March 13). https://www.thenation.com/article/why-life-without-parole-wrong-juveniles/. Retrieved from www.thenation.com: https://www.thenation.com/article/why-life-without-parole-wrong-juveniles/

Sheriff, N. (2015, March 9). http://america.aljazeera.com/articles/2015/3/9/un-expert-slams-us-as-only-nation-to-sentence-kids-to-life-without-parole.html. Retrieved from www.america.aljazeera.com: http://america.aljazeera.com/articles/2015/3/9/un-expert-slams-us-as-only-nation-to-sentence-kids-to-life-without-parole.html

Vincent, M. (2010). Juvenile Sentencing Scheme. Berkeley, California: Human Rights Advocates.

Introduction

Nowadays, companies all over the world are interested in running their business according to the concept of sustainable development. It influences the decisions they make in various spheres, and employment is no exception. It is obvious that businesses have a huge impact not only on groups of consumers but also on society as a whole by hiring workers, using resources, and providing services. Corporate social responsibility is vitally important for the majority of companies. Nevertheless, age or sex discrimination continue to appear in the workplace.

What Companies Want

Age discrimination assumes that the employer may offer different work  or opportunities for youthful and elderly employees. The fact is that many companies want to see an active, enthusiastic, and highly skilled twenty-five-year-old as a part of their work teams. At the same time, others accept only those workers who have not less than ten years of experience. These cases are evidence of discrimination based on age. Age discrimination can be different pay for the same work. Often, newly-employed people receive smaller salaries than they deserve. It’s presumed that young workers will be quick to move to other workplaces. However, statistics show that old people are discriminated against by age more often than young employees. Old people might have to make due in poor working conditions because they might be less likely to be hired in other workplaces. In addition, they are considered more likely to soon retire and may be the first candidates for firing. Moreover, companies may be unwilling to invest in old people’s training.

Changes in society under the influence of globalization blur the lines between men’s and women’s workplaces. However, one of the biases in the workplace is sex or gender discrimination. It assumes different employment treatment for men and women as workers. This type of discrimination includes unlawful hiring, promotions and firing processes, pay, and other benefits. In addition, this type of discrimination may include sexual orientation discrimination that concerns lesbian, gay, bisexual, and transgender (LGBTQ+) people. Many studies were conducted, including wage comparisons between LGBTQ+ and heterosexuals. “Gay men earn 10% to 32% less than similarly qualified heterosexual men” (Badgett, M.V. Lee, 2007).

Conclusion

Age or sex discrimination can exist in the workplace during the process of hiring and redundancy. The stereotypes concerning the appropriate age of an employee can be applied by the company’s HR department. The practice of not interviewing someone because they do not fit the rest of the workers by age violates human rights. Claims of age and sex discrimination can also be difficult to prove as there often must be direct evidence of violation of employee’s rights. 

References

Badgett, M.V. Lee, Lau, H., Sears, B., & Ho, D. (2007, June 1). Bias  in  the  Workplace:  Consistent  Evidence  of  Sexual  Orientation  and  Gender  Identity Discrimination. Retrieved from http://web.stanford.edu/group/scspi/_media/pdf/key_issues/sexual_policy.pdf

How Age Shapes Personality and the Way We View Different Aspects of Our Lives

Introduction 

Numerous studies have examined the ways in which personality can change in a person’s life. Generally speaking, there is a point in a person’s life that personality is prone to change due to various internal and external factors. It is also apparent that personality may change as a result of new experiences or on account of social influences or new levels of responsibility (Wood, Caspi & Roberts, 2008). While there are many, sometimes competing, ideas on the subject of personality change, this paper argues that age shapes personality and the way people perceive different aspects of their lives. 

The Process of Personality Development

There are many contemporary studies dealing with personality development, or in other words – the temporal steadiness of the inter-individual persona with regard to feelings, thoughts, as well as behavioral dispositions. According to studies conducted by Twenge (2001), although long-term changes in personality happen in individuals, there is debate relating to whether there exists a point in a person’s existence beyond which personality becomes relatively stable. It is in this context that Roberts and Mroczek (2008) assert that a large percentage of personality changes take place prior to the attainment of thirty years of age and that personality may continue to be relatively stable afterward.

It is important to briefly explore the different forms of personality changes, given that there are multiple indicators of personality change that lead to dissimilar conclusions. In this context, it is essential to mention two population indices of personality change. These population indices of personality change include rank-order changes – one’s status in society. 

According to Helson and Kwan (2002), rank-order consistency examines the extent to which groups of individuals uphold their relative placement towards each other on personality dimensions over a period of time. Rank-order consistency enhances with age and reaches a pinnacle at approximately age 50. 

Personal Experience

In reflection on the event that changed my perspective on an aspect of my life, I remember how the death of my father affected my life. He was a symbol of authority and the breadwinner in my family. His death was a huge blow to our family, and we had to struggle a lot to make ends meet. I came to view wealth as a temporary aspect of human life. Despite the challenges I experienced in life, I was able to work hard in school and win a scholarship, which enabled me to complete the studies necessary for my career. I am a more generous person, and I believe working with vulnerable groups to alleviate poverty and improve their standard of living is a powerful thing that we can do to improve society. 

Conclusion

This paper has shown that while diverse studies have attempted to explore whether age shapes personality and the way people perceive different aspects of their lives, the debate on this subject is not closed. My personality and perception of different aspects of life have changed over time. Diverse aspects shape a person’s personality, however, this paper argues, age, as a result of experience, shapes personality and the way people perceive different aspects of their lives.

References

Helson, R., & Kwan, V. (2002). Personality change over 40 years of adulthood: Hierarchical 

linear modeling analyses of two longitudinal samples. Journal of Personality and Social Psychology, 83, 752–766.

Roberts, B. W., & Mroczek, D. (2008). Personality trait change in adulthood. Current

Directions in Psychological Science, 17, 31-35

Twenge, J. (2001). Birth cohort changes in extraversion: A cross-temporal meta-analysis, 1966–

1993. Personality and Individual Differences, 30, 735–748.

Wood, D., Caspi, A., & Roberts, B. W. (2008). The Development of Personality Traits in 

Adulthood. New York: The Guilford Press.