The Role of Manager in Ensuring Fair Treatment of Older Employees
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For a manager in an office, your roles cut across all aspects of the workplace. It is not only technical but also social, touching on issues such as fair/unfair treatment, discrimination, social behavior; ageism etc. (Marshall, 2013) defines ageism in the workplace as that which relates to the employer’s impression and evaluation of capabilities. In Waller’s book, (Waller, 2010 p. 33), it is implied that managers or employers would face the same legal consequences of ageism as that of discrimination by “race, sex, disability, sexual orientation, religion, or beliefs”.
One of the steps that can be taken towards fair treatment for older employees is to check with the human resources department regarding the existing policies concerning age discrimination. The employee manual normally contains guidelines on this matter; as a manager, I will ensure the employees are aware of these guidelines and that they understand the consequences of mistreating older employees (Cascio, W 2013). In addition, I would have the employees go through a training that teaches them on social behavior at the workplace. During the training, they would learn the contribution that older employees give to the company, especially the experience they have in the industry (E.E. Lawler III. (2012). I would also ensure that they understand the laws and regulations that govern the labor market in any industry. For instance, The Age Discrimination in Employment Act (ADEA) ensures that older workers receive equal and fair treatment in the workplace. It protects workers older than 40 years from discrimination at the workplace (R.R. Sims (2012). It also promotes employment of older workers based on their skills and abilities rather than their age (G, Hofstede et al. 2010).
As a manager, I would treat the older employees with respect and give them equal opportunities. This would teach the younger employees to treat them the same way.