Human Resources Health and Occupational Wellbeing

Question: Explain two negative impact of age discrimination on the organisation and two recommendations on how HR managers can avoid this form of discrimination. Answer: If an organization discriminates as per the age of employees, it is rather possible that the organization will lose the broad work experience and understanding of elder workers. Like if the organization fires an elder employee because of age, it might be losing his familiarity, know-how and experience[1]. The same experience which could be applied effectively to assist the business. Due to this ageism aligned with younger workforce, the organization might lose the possibility to mould and retain an important worker for future years. When the staff members come to know of this age discrimination then there will be a negative atmosphere created and this would lead to poor insights about the management of organization. This way, the workforce will probably be less involved in increasing the efficiency of a biased business. Actually, the workforce might get very worried that they could lose their jobs too because of the age or any other kind of discrimination. To avoid age discrimination, there can be useful training sessions which can help in raising staff consciousness regarding the discriminatory exercises[2]. The business managers must support (or necessitate) involvement in these sessions for workers at each level of the organization. The spotlight of the training must exceed just information to embrace actual transforms in performance. Peer reinforcement is another way to be supportive. The business managers must motivate the workers to raise the voice when they come across or observe annoyance. Individual accountability has to be accentuated. References "Age Discrimination At Work And Correlates With Health/Occupational Wellbeing". 2015. The Gerontologist 55 (Suppl_2): 621-621. doi:10.1093/geront/gnv332.02. Bytheway, B. 2012. "Age Discrimination, Work, And Retirement". Public Policy Aging Report 22 (3): 14-16. doi:10.1093/ppar/22.3.14.