Avoiding the Problem of Ageism, Essay Example

A number or organizations unwillingly practice ‘ageism’ in the recruitment and retention of staff. There are numerous excuses that include: the inability of elder people to successfully integrate with younger staff; the elder people lack the stamina and perseverance of younger people; the outlook of the elderly is more short-term and they lack long term objectivity for the business. This policy is seriously flawed as the elderly are getting better medical treatment; they are living longer and retiring later. Equally, owing to poor returns on pension investment funds, the elderly need to work longer to retain their standard of living.

An organization that advocates for the elderly might endorse the following steps to support the retention of the elderly:

• The elder person has a wealth of theoretical and practical experience and as such can act as in important coach and mentor to younger inexperienced people in the firm. Such knowledge transfer is of vital importance to the firm;
• The elder person is often more flexible in terms of working hours and this provides the firm with flexible working options;
• Integrate both young and elder staff members creating an environment of cooperative working practices and eliminating practices of stereotyping;
• Discourage cost saving practices on the grounds of false economics. The fact that the elder person is more highly remunerated than younger staff members should not make them the first candidates for dismissal in cost savings measures;
• Provide improved health regimes for the elderly. This may include health schemes adopted to include gym subscriptions, priority medical treatment etc.
• Ensure the environment supports both the elderly and young people and not skewed purely towards the young employee.