Dear HR Pros,
Greetings.
I wanted to augment a discussion... :)
A mature, well-versed admin person lands in the UAE seeking to restart his "livelihood" at the age of 48. Does he not stand a chance to be employed? Why do recruiters have the mindset that they need "fresh blood"? Are we not unknowingly propagating age discrimination?
Your thoughts, please.
From United Arab Emirates, Dubai
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33Greetings.
I wanted to augment a discussion... :)
A mature, well-versed admin person lands in the UAE seeking to restart his "livelihood" at the age of 48. Does he not stand a chance to be employed? Why do recruiters have the mindset that they need "fresh blood"? Are we not unknowingly propagating age discrimination?
Your thoughts, please.
From United Arab Emirates, Dubai
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Hi Mr. Sajid,
Employers normally have common stereotypes of people above 45 years of age, that they are not technically up to date, demand higher salaries, benefits, don't have much energy to complete tasks, and last but not least, working under supervisors who are much younger than them.
It also depends on the position level they are looking for. They could be considered for a senior management profile but would have fewer opportunities for mid-level positions.
From United Arab Emirates, Dubai
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Employers normally have common stereotypes of people above 45 years of age, that they are not technically up to date, demand higher salaries, benefits, don't have much energy to complete tasks, and last but not least, working under supervisors who are much younger than them.
It also depends on the position level they are looking for. They could be considered for a senior management profile but would have fewer opportunities for mid-level positions.
From United Arab Emirates, Dubai
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Dear Sajid,
I fully agree with Ritu. In addition, individuals who are above 45 years old tend to have more commitment towards their family. Therefore, it may be difficult for them to continue working for extended periods, and they might request more leave or vacation time.
From India, Kumbakonam
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I fully agree with Ritu. In addition, individuals who are above 45 years old tend to have more commitment towards their family. Therefore, it may be difficult for them to continue working for extended periods, and they might request more leave or vacation time.
From India, Kumbakonam
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is there no connect of Human Relations in Human resource Management? Why not term it Manpower Resource Management then?
From United Arab Emirates, Dubai
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From United Arab Emirates, Dubai
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Some theory to support it further...
The Equality Act 2010 provided that direct, as well as indirect, age discrimination can be justified if the treatment or provision in question is a proportionate means of achieving a legitimate aim. This is in contrast to other forms of discrimination where usually only indirect discrimination can be justified.
For example, using phrases like 'experienced and mature' in advertisements could be indirectly discriminatory to younger people, although an employer can attempt to justify that the discrimination is a proportionate way of pursuing business objectives.
Age discrimination encompasses discrimination against both the elderly and younger people at all stages of the recruitment, promotion, employment, and redundancy process.
It is important to emphasize that employers are highly vulnerable if they decide not to interview any job candidates who have reached an age which they regard as an appropriate age for retirement. Employers should, therefore, interview older and younger candidates focusing on their skills and ability to do the job rather than age alone.
Both workers and employees are covered under the Equality Act 2010.
From United Arab Emirates, Dubai
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The Equality Act 2010 provided that direct, as well as indirect, age discrimination can be justified if the treatment or provision in question is a proportionate means of achieving a legitimate aim. This is in contrast to other forms of discrimination where usually only indirect discrimination can be justified.
For example, using phrases like 'experienced and mature' in advertisements could be indirectly discriminatory to younger people, although an employer can attempt to justify that the discrimination is a proportionate way of pursuing business objectives.
Age discrimination encompasses discrimination against both the elderly and younger people at all stages of the recruitment, promotion, employment, and redundancy process.
It is important to emphasize that employers are highly vulnerable if they decide not to interview any job candidates who have reached an age which they regard as an appropriate age for retirement. Employers should, therefore, interview older and younger candidates focusing on their skills and ability to do the job rather than age alone.
Both workers and employees are covered under the Equality Act 2010.
From United Arab Emirates, Dubai
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Found a very good link with lots of discussions being done. The same is the case in the Indian HR scenario as well.
https://www.citehr.com/372883-discri...based-age.html
From United Arab Emirates, Dubai
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https://www.citehr.com/372883-discri...based-age.html
From United Arab Emirates, Dubai
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