Age discrimination in the workplace remains to be a major problem. One of the pieces of evidence that support age discrimination lies in talent and recruitment management. Most employers state that the age gap has an impact on their process of recruitment. Almost less than 50 percent of the companies scrutinize their age profile, while about seven percent aim at older employees. For instance, in an organization, about 10 percent of the employees are aged 55 years and above. In addition, if there is a promotion opportunity within the organization, very few older employees get the opportunity since the chances go mainly to the younger employees.
Employers might discriminate against older workers since career advice and training are significant issues that a company will need to implement frequently for more senior employees to work continuously and effectively. In addition, career anticipations reduce with age.
Some of the common myths about older workers are that their career expectations decline with age hence, there are not able to offer quality services as expected. In addition, they are believed to be slow in making decisions. The older workers have obtained quality knowledge and skills which can assist the organization in achieving its goals they are developed. However, the world is changing, and technology is developing drastically, but the older workers are still rigid and not ready to learn new techniques hence, career-wise, they tend to decline. Moreover, making decisions is observed especially if there is a project or an issue that requires quick solutions. The older employees do not see the need to hurry or get immediate solutions, thus they take a lot of time before coming up with solutions.