Age-based harassment in the workplace is a serious issue that can have a detrimental effect on an individual’s mental and emotional well-being. It can also create a hostile work environment for others and negatively impact a company’s productivity and bottom line.
Examples of age-based harassment in the workplace include:
- Making derogatory comments or jokes about an individual’s age, such as referring to them as “old timer” or “over the hill.”
- Singling out older employees for demotions or layoffs while keeping younger employees in similar positions.
- Ignoring or belittling the contributions of older employees or failing to provide them with the same opportunities for training and development as their younger counterparts.
- Discriminating against older employees in the hiring process, such as by setting age limits for job applicants or preferring younger candidates for promotions.
- Using age as a pretext for disciplinary action, such as firing an older employee for a minor infraction while overlooking similar behaviour from a younger employee.
It’s important to note that age-based harassment can happen to both older and younger employees.
Employers have a legal obligation to prevent and address age-based harassment in the workplace. They should establish a zero-tolerance policy and provide regular training to all employees on what constitutes age-based harassment and how to report it. Employees who experience or witness age-based harassment should report it to their supervisor or human resources department immediately.
In conclusion, age-based harassment is a serious issue that can have adverse effects on employees and the workplace. Employers need to take steps to prevent and address it and for employees to speak up if they experience or witness it.
This blog post was originally published here.
Comments
Post a Comment