Age discrimination occurs when an applicant or employee is treated unfairly due to their age. The Age Discrimination in Employment Act (ADEA) of 1967 protects workers over the age of 40 against such negative treatment and was established to ensure they are evaluated based on their abilities and skills, not their age.
Age discrimination in the workplace can take various forms. Here are some potential indicators of age discrimination:
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Younger employees are replacing older ones.
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Older workers are being encouraged to retire or offered early exit options.
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Supervisors or coworkers are making negative comments about someone’s age.
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Older employees are missing out on professional development opportunities, or other advancement opportunities.
These actions often stem from the mistaken belief that aging leads to a decline in ability and work performance. Unfortunately, this bias can result in unfair performance evaluations, disciplinary actions, or even attempts to push older workers out of the organization. All of these examples are common complaints in age related cases of discrimination and harassment.
It is important for members of the Coast Guard workforce to create a fair and inclusive workplace and avoid age discrimination. Here are some things that can be done to prevent it:
1) If you hear any harmful comments about age, speak up.
2) Ensure that any disciplinary actions are based on behavior and performance.
3) Make sure that hiring and promotion decisions are based on qualifications, not age.
4) Provide equal access to work assignments, training, and promotions for all employees, regardless of age.
Older workers bring a wealth of experience, skills, and institutional knowledge to their jobs that can greatly enhance the Coast Guard's overall performance and help achieve mission success.
For more insights about age discrimination, please watch this Coast Guard vignette.