I say businesses should hire experienced people who were laid off during the Obama years and couldn’t find work. They are far more loyal and show up for work ready to work. No problems with them puffing weed during breaks either.
If you were discriminated against because of your age, have lots of notes, witnesse and written information backing you up; file a complaint with your local human rights commission. Stand firm. It’s against the law.
Management in US views older employees as an ever increasing business expense and not as a business asset. The business culture in the US does not allow for valuing and retaining older employees, and most major employers have a staffing plan focused on replacing older employees with younger employees at a lower expense. This same age focused corporate culture is what drives companies to move business operations to other countries where the cost of labor is much lower. There will come a time when most product based companies will operate outside the US.
When organizations talk about diversity, they often miss the importance of having a diverse range of ages. While there are challenges when managing a multigenerational workforce, aging employees are the cornerstone of a diverse workforce. Whenever a business encounters mistakes or troubled times—and they all do eventually—older workers are there to provide mentorship and perspective. A company’s workforce is a community, and that community needs the grounded insights of employees who have lived through bull markets, recessions, and every type of economic swing and industry shakeup. It’s also been proven that having a multigenerational workforce can help save companies money
I say businesses should hire experienced people who were laid off during the Obama years and couldn’t find work. They are far more loyal and show up for work ready to work. No problems with them puffing weed during breaks either.
If you were discriminated against because of your age, have lots of notes, witnesse and written information backing you up; file a complaint with your local human rights commission. Stand firm. It’s against the law.
Management in US views older employees as an ever increasing business expense and not as a business asset. The business culture in the US does not allow for valuing and retaining older employees, and most major employers have a staffing plan focused on replacing older employees with younger employees at a lower expense. This same age focused corporate culture is what drives companies to move business operations to other countries where the cost of labor is much lower. There will come a time when most product based companies will operate outside the US.
When organizations talk about diversity, they often miss the importance of having a diverse range of ages. While there are challenges when managing a multigenerational workforce, aging employees are the cornerstone of a diverse workforce. Whenever a business encounters mistakes or troubled times—and they all do eventually—older workers are there to provide mentorship and perspective. A company’s workforce is a community, and that community needs the grounded insights of employees who have lived through bull markets, recessions, and every type of economic swing and industry shakeup. It’s also been proven that having a multigenerational workforce can help save companies money