Discrimination of Women In The Workplace - I am a woman.

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One of the most common elements discriminated against is a persons ethnicity, or their race.

The neo-liberal account on discrimination based on employee age falls into three major classes. The first account presents an argument that age discrimination focuses on higher remuneration of the older employees, and, therefore, cutting down remuneration may resolve the unemployment issues. The second account suggests that older employees often seek for shoddy jobs as a lifestyle preference. The third account suggests that the tendency of employers discriminating their employees is because of knowledge disparities skills (Branine and Glover 233-244).
Neo-liberals argue that the higher remuneration of the older workers often make employers uncomfortable, especially when younger employees perform effectively like aged ones. For this reason, older employer often experience redundancy face challenges when reinterring the labor market. Neo-liberals claim that the approach used in hiring employees in the past is no longer effective in handling the current labor market (Arrowsmith and McGoldrick 258-273).
Instead, it is important for the employees to be realistic in making career selections and settling remuneration demands. In a competitive corporate world, organizations often experience challenges trying to increase the pay or even remunerate employees based on their loyalty and their long stay in the organization. Often, organizations will try sourcing employees from the labor market environment, especially when in need of cheap labor. The Neo-liberal theories claim that the Human capital provided by the older employees is less valuable considering the high labor cost and retirement liabilities incurred (Arrowsmith and McGoldrick 258-273).
In addition, this implies that the older employees are often idealistic in setting prices for their labor. However, such claims markdown the lack of knowledge, expertise often linked with undervaluing the older workers (Duncan and Loretto (95-115). Conlin and Emerson (115-136) reckon that discrimination is more likely to happen during the hiring process than when dismissing employees. In a similar vein, Anti-Ageism Taskforce (2006) claim that age discrimination in the work is very prevalent in the hiring process. In the laying-off circumstance, employers are knowledgeable on issues concerning the actual performance of the employees. It implies, therefore, that, if employers were at liberty to dismiss the poor performers, there is the likelihood of hiring the older market representative (Arrowsmith and McGoldrick 258-273).
However, according to EEOC Statistics about 10% of age discrimination cases were evident in 2004, implying that most cases remain unreported. One major hurdle regarding age discrimination is proving its existence in the workplace. Although facts indicate, that Age Discrimination in Employment Act (ADEA) has reinforced employment of older persons, barriers, and stigmatization are still prevalent (Gregory 2001).
Among the numerous issues is the absence of efficient enforcement by Equal Employment Opportunity Commission (EEOC, 2006). In the year 2002, EEOC submitted about 29 cases from about 19,921 age discrimination cases (EEOC, 2006). The constitution limits the number of lawsuits handled by the EEOC; therefore, victims have the burden of engaging private attorneys to pursue their claims. However, the heavy costs associated with pursuing a lawsuit are likely to discourage one from engaging the attorneys. Another problem associated with age discrimination is that the society perceives the issue as an economic concern rather than a civil right issue (Conlin and Emerson 115-136).
The constitution guarantees all its citizens freedom from discrimination on race, gender, nationality, and so forth. Any person(s) that infringe(s) these rights face(s) consequences of violating the constitution. However, age discrimination is far much different. Most people believe that age goes hand in hand with performance, therefore, as the age declines, performance decreases. Employers have varied perceptions regarding the older workers or rather the senior workers as denoted by various studies. Senior employees, denoted, as employees above 50 years, are appreciated because of their vast knowledge, expertise, work behaviors, and devotion to work. As well, they often interact well with others. However, employers perceive the older employees as inflexible, reluctant to adapt to new technology, and so forth (Gregory 2001).