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One of the primary functions of a Human Resources department is to be aware of and ensure compliance with a wide range of laws and regulations involving workplace conduct, such as sexual harassment and various forms of discrimination.
It wasn’t so long ago that older workers feared—and not without cause—losing their jobs to younger competition. The thought was that younger, energetic talent having just acquired the most up-to-date education would force out older colleagues who were making more money due to their seniority but who were likely to be less productive than the […]
It wasn’t so long ago that older workers feared—and not without cause—losing their jobs to younger competition. The thought was that younger, energetic talent having just acquired the most up-to-date education would force out older colleagues who were making more money due to their seniority but who were likely to be less productive than the […]
Competition for talent is fierce, and the pool for top candidates is seemingly small. That means finding, recruiting, and retaining talented employees is more challenging than ever before.
In an article for ProPublica by Peter Gosselin and Ariana Tobin, the authors use IBM as a case study for the dangers of organizations leaving themselves open to claims of age discrimination. IBM was one of the original “tech” companies—so original that it seems old school compared with names like Facebook, Amazon, and even Microsoft.
Your company wouldn’t intentionally discriminate against older job seekers.
Talent acquisition professionals know that racism, sexism, and ageism must be avoided when recruiting and hiring. But what about other isms that have negative connotations in the workplace?
A new study conducted by Visier, a leading provider of talent management solutions, finds systemic ageism exists in tech hiring practices.