Age Discrimination In Higher Education
In today’s higher education landscape, employability of recent colleges graduates is an important topic as colleges and universities are now more than ever being critically evaluated on the relative success of these graduates entering the workforce (Chan & Derry, 2013). Many educators call for conventional career services centers to be more innovative and accountable for students’ college-to-career transition (Grasgreen, 2013). In order to help students better leverage their college degrees into meaningful professions, career centers now look to transform their approach from simply providing a service to students, to focusing on holistic student development that assists them throughout their college years and beyond (Dey & Cruzvergara, 2014).
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The paper will first describe the historical context of the Age Discrimination Act of 1967 and then present research to suggest that younger employees do experience discrimination based on their age. The subsequent sections will describe how discrimination of younger employees directly affects higher education from both a hiring perspective and a career advising perspective. The paper will also examine if discrimination of younger workers also varies based on race, ethnicity, and gender. Finally, the paper will provide implications for higher education …show more content…
They also must be aware of the potential for workplace conflict between five generations of employees. Also, unlike in previous generations, younger employees might be more likely to leave a company earlier in their career if they do not have a vested interest in the company or if they do not feel supported by supervisors (Carpenter and de Charon, 2014). Generally, turnover of employees is inefficient for an organization as it needs to use additional resources to re-hire and re-train new employees. Indeed, according to a SHRM (2011) study (as cited Carpenter and de Charon (2014) “the cost to replace and hire new staff may be as high as 60% of an employee’s annual salary, whereas total cost of replacement including training and loss of productivity can range from 90% to 200% of an employee’s annual salary” (p.
The paper will first describe the historical context of the Age Discrimination Act of 1967 and then present research to suggest that younger employees do experience discrimination based on their age. The subsequent sections will describe how discrimination of younger employees directly affects higher education from both a hiring perspective and a career advising perspective. The paper will also examine if discrimination of younger workers also varies based on race, ethnicity, and gender. Finally, the paper will provide implications for higher education …show more content…
They also must be aware of the potential for workplace conflict between five generations of employees. Also, unlike in previous generations, younger employees might be more likely to leave a company earlier in their career if they do not have a vested interest in the company or if they do not feel supported by supervisors (Carpenter and de Charon, 2014). Generally, turnover of employees is inefficient for an organization as it needs to use additional resources to re-hire and re-train new employees. Indeed, according to a SHRM (2011) study (as cited Carpenter and de Charon (2014) “the cost to replace and hire new staff may be as high as 60% of an employee’s annual salary, whereas total cost of replacement including training and loss of productivity can range from 90% to 200% of an employee’s annual salary” (p.