Examples of Age Discrimination
Assume two employees, Ram and Shyam. Ram is a younger employee, and Shyam is an older employee. They both work in the corporate world.
1. The company introduces a new software system essential for all employees. Ram, being the younger employee, is automatically enrolled in a comprehensive training program to learn the new technology. In contrast, Shyam is not included in the training, with the assumption that he may struggle to adapt to the new system due to his age.
2. A leadership position becomes available in the company. Despite Shyam’s extensive experience and proven leadership skills, the management decides to promote Ram, citing a preference for a “fresh and innovative perspective.” This decision is based on the stereotype that younger employees are inherently more dynamic and adaptable.
3. The company forms a project team to work on a cutting-edge project involving emerging technologies. Ram is selected to lead the team, while Shyam, despite expressing interest and having relevant experience, is not included. The assumption is that Ram, as a younger employee, is more likely to excel in handling advanced technologies.
4. The company organises frequent networking events and team-building activities. Ram is consistently invited to these events, fostering connections with colleagues and higher-ups. Shyam, however, finds himself excluded from such gatherings, contributing to a sense of isolation and potentially impacting his professional relationships.