Even though it is difficult to admit, we have unconscious biases that influence our interactions and decisions.
Posts Tagged Age Discrimination
One of the biggest biases we have as leaders is ageism. If you’re 35 years old and running a department and you are looking to fill a position on your team that will be your righthand person, the last thing you’re looking for is a 55-year-old to fill that spot! That’s just me being real for a second.
You and I both know that a 35-year-old hiring manager is looking for a 25 – 28 year old to fill that spot.
Over the last decade, most HR leaders have been obsessed by the role of millennials at work and figuring out how to meet the different expectations and needs of these young workers.
Certainly, this has been important work. But, leaders need to be aware of a much bigger demographic challenge ahead: the role of people over the age of 55.
When I used to eat meat, my favorite food was a hamburger (with French fries). I don’t think I would have been as enthusiastic if I had to order chopped cow.
I had dinner with someone eating sushi. I asked them if they would enjoy it as much if they had ordered raw fish. I owe them a dinner.
“How old are you? Seriously, what’s your age?”
Last week, the full Seventh Circuit Court of Appeals issued this decision in which it held that an outside job applicant cannot pursue a disparate impact claim under the Age Discrimination in Employment Act.
What does this mean in plain English?
Think “unintentional discrimination.”
Heather Tinsley-Fix of AARP talks about why employers need to learn how to prevent unintended age bias as recruiting becomes increasingly powered by AI and automation and why it matters to employees.