Avoiding Age Discrimination While Hiring October 1st, 2007
Executives need to be aware of shifts in the workplace and the labor pool that makes age discrimination claims an important management issue.
“Shifts in demographic trends and judicial reasoning have combined to set the stage for a rapid rise in the risks posed by unsuccessful job candidates who fall within the protected class of workers age 40 and older under the Age Discrimination in Employment Act,” states Fay Hansen, a contributing editor for Workforce Management magazine.
The U.S. Census Bureau predicts than 37.2 percent of the population will be in the 45 to 84 age group by 2010, meaning executives need to be aware of a shift in the labor pool and the available talent for key management positions.
“The surge of older workers remaining in or re-entering the work force underscores the importance of training recruiters and hiring managers to avoid age discrimination charges,” Hansen advises.
“Employers need to start thinking about the age spread in various positions and make sure they pay the same attention to age as they do to race and gender in the hiring process,” recommends Connie Bertram, partner in Winston & Strawn’s Washington office.
To avoid potential problems in hiring, experts recommend the following:
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