Age Discrimination Happens
I hate to break it to you all out there, but age discrimination happens in the recruiting world. It’s inevitable and unfortunate. To top it off — it isn’t usually the recruiter or staffing company’s fault.
I’ve worked on openings where clients have made it easily understood what they are really looking for. It happens. It sucks. But as a staffing company, what are we supposed to do? Bring the client candidates they don’t want to look at? No, that’s not really an option… because someone else will. Thus we have to kind of go along with what they are looking for and provide it if we can.
One way men look older (and can be discriminated against), is by balding. Some younger men shave their heads, but usually if you are bald you are an older gentleman. To help combat balding, you need to try a hair loss product.
Again let me reiterate I am not for discrimination of any kind. I am completely against it. But I am honest on this blog that sometimes our clients force us in one direction, even if it is completely inappropriate and illegal.
May 28th, 2008 at 1:02 pm
I’d like to begin with this question:
I can understand your predicament. As much as I don’t like it, I think it is best if we all work to find a solution. In your own words, what would be a solution that everyone could abide by, and everyone wins?
(Please see my posts under: Reporter1 on Readers Blog On Age Discrimination.)
June 2nd, 2008 at 11:24 pm
Yes. It happens and rather frequently. However, the offenders often do not know that they are engaged in this activity. Inappropriate behavior and off-hand remarks will sneak up to bite you. As a corporate director for a fortune 500 company, I have been blindsided many times by disparaging remarks made by your management team? The managers don’t realize at the time that they are in a discrimination mode. I detail these likely events in my management book, Wingtips with Spurs. Usually they will ‘get it’ when their depositions start. When you hear the following phrases, stop the offender, offer some education, and hope to goodness no one else heard them. If it happens again with the same person, it may be time to sell the cow. The courts and juries will decide if the remarks are ‘stray comments’ or direct evidence of a discrimination mindset.
• “We need sharp, young people.”
• “We need people who can come in early and stay late.”
• “They’re dinosaurs.”
• “They’re too old to learn something new”
• “We want employees who are young, lean, and mean.”
• “They wouldn’t be able to keep up with the fast company
growth.”
• “We’re looking for longevity.”
• “We need some young blood in this department.”
If a manager allows a culture that tolerates remarks such as the ones above, then the manager will probably get what he or she is asking for. The great leader will remind management on a frequent basis that they should never forget silence is often the best answer. Michael L. Gooch, SPHR http://www.michaellgooch.com
June 3rd, 2008 at 9:04 am
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