Increasing Age Diversity in the Workplace

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Abstract
In this paper we will discuss the factors that relate to the relationship between the employee and employer in regards to age diversity and how organizations can handle this form of diversity. Managers have a unique challenge with having such a diverse workforce as they need to be able to prevent it from occurring. They also need to be watchful as even with the best policies discrimination can still occur and they must be able to handle the quickly and efficiently. No person should feel discriminated against in their place of employment and possibly with everyone adhering to the policies this may one day be the case.

Increasing Age Diversity in the Workplace
In a country that is diverse as the United States one would think that discrimination would not occur. Unfortunately differences in age, culture, and sex still represent some of those that are being discriminated against. Companies are taking steps to prevent further occurrences but even this is not enough as there are still documented cases of discrimination that have occurred. We also have no way of quantifying the amount of cases that have gone unreported. Anti-discrimination laws have been passed, now it is up to the companies to implement policies that adhere to these laws and ensure equal opportunities to all of their employees.
As the population begins to age there are several factors that may occur in regards to employment relations. With aging comes an increase is diseases and comorbidities. This represents higher costs in health care for the company and their insurance companies. In order to make up for the increase in costs there may be a need to increase the premiums for those particular patients. The children of the aging patients may also require more flexible scheduling in order to take care of their aging parents, as most families may not be able to afford the costs of assisted living. Managers have a



References: Avery, D. R., McKay, P. F., & Wilson, D. C. (2007). Engaging the aging workforce: the relationship between perceived ae similarity, satifaction with coworkers, and employee engagement. Journal of Applied Psychology, 92(6), 1542-1556. Demuijnck, G. (2009). Non-discrimination in human resources management as a mral obligation. Journal of Business Ethics, 88, 83-101. Riach, K. (2009). Managing diference: understanding age diversity in practice. Human Resource Management Journal, 19(3), 319-335. Robbins, S. P., & Judge, T. A. (2013). Organizational behavior. (15 ed.). Upper Saddle River: Pearson Education, Inc.

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