Discrimination occurs when businesses or individuals consider inappropriate details when making employment decisions. Professionals may experience workplace discrimination because of their religion, race or sex. Age discrimination is also relatively common.
Federal anti-discrimination statutes establish age as one of the protected characteristics that employers should not consider when making staffing decisions. Companies should not consider a worker’s age when they are over the age of 40.
Unfortunately, age discrimination remains one of the most common forms of workplace discrimination. The following are some of the ways that age discrimination can negatively impact the careers of more experienced professionals.
Career development may stagnate
Professionals who have dedicated years to establishing themselves tend to constantly chase their next big opportunity. They look for jobs within their industry and within their own organizations that provide them with better wages or more prestigious titles. At a point in their careers where they are finally qualified for leadership and managerial roles, the company starts passing them over consistently for less-credentialed, younger candidates. Workers may find that they cannot optimize their income or continue developing their careers as they have long intended because of age discrimination.
Alienation in the workplace
In some cases, age discrimination may manifest as a hostile work environment. Numerous coworkers may treat one professional or a group of workers differently because of their advanced age. More seasoned professionals may find themselves excluded from socialization opportunities or the most exciting projects within the company. Enduring alienation from coworkers and facing constant mistreatment from them can impact a worker’s mental health. They may feel as though they have few options other than leaving the company because of how their co-workers treat them.
Unfair termination
Employers restructuring or downsizing often seek to streamline their teams and make them more efficient. In theory, that should mean that the most capable and experienced workers keep their jobs. In practice, companies might target older workers for termination to reduce staffing expenses. Particularly when there seems to be a pattern where the company lets multiple older workers go at once, there may be reasons to question terminations and layoffs that target older professionals.
Those dealing with the consequences of age discrimination in the workplace may need help. Discussing workplace age discrimination with a lawyer can allow workers to evaluate their options. In some cases, they may be able to take legal action to hold their employers accountable for mistreating them because of their age.