AGEISM - An unfair employment practice by hiring managers

Hire people for their competence. Stop the age discrimination ....

 Ageism is a form of discrimination against a person because of their age. It involves stereotyping people using the peculiarities you feel are inherent in the age bracket they fall under to judge them and therefore not giving them access to or considering them for equal open job opportunities..

Let's stop stereotyping people for employment based on their age.

 

In recent times, I have heard conversations from friends and colleagues of how it is becoming tougher each day getting a job . They say that hiring managers seem to prefer hiring the millennials and the more recent generations of job applicants over them.

 

I do feel concerned about this and in my curious mind, I can only surmise that organisations who are using this criteria as a hiring metric may just be shooting themselves in the foot.

 

I say this because this is purely an employment discrimination and stereotyping. Secondly, this negates the HR best practice of diversity and inclusion in the workplace.

 

Hiring managers should shortlist and hire people based on their skills, competence, potential to learn and adapt to changes.

 

There are people who do not get admission into the university immediately they finish high school, hence, the reason for the late career start.

 

Everyone should be given a fair chance for employment selection especially if they are a fit for the job. No one should be cut from job opportunities due to #ageism

 

The older and younger generation have their peculiarities which is mostly due to circumstances beyond their control. The era they were born into would definitely shape their personality no doubt. This can be attributed to the events prevalent at that time.

 

However, the willingness to adapt to changes, learn and build skills to match the peculiarities of the job market is what should be put into consideration during the selection stage and not the age or generational segmentation of the job applicant.

 

AGREE?

Folu' Rotimi

Lead People Operations, Strategy & Culture

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