Dear HR Pro's
Greetings.
Wanted to augment a discussion.... :)
A matured well versed admin person lands up in UAE seeking to restart his "livelihood"...AND he is 48 yrs of age. Does he not stand a chance to be employed??
Why do Recruiters are in the mind-frame that they need "fresh blood''
Are we not unknowingly propagating age discrimination??
your thoughts please
From United Arab Emirates, Dubai
33Greetings.
Wanted to augment a discussion.... :)
A matured well versed admin person lands up in UAE seeking to restart his "livelihood"...AND he is 48 yrs of age. Does he not stand a chance to be employed??
Why do Recruiters are in the mind-frame that they need "fresh blood''
Are we not unknowingly propagating age discrimination??
your thoughts please
From United Arab Emirates, Dubai
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, dnt have much energy to complete and last but not the least working under supervisors who are much younger to them.
It also depends on the position level he is looking for he could be considered if he is for a senior management profile but would get less opportunities for mid level positions.
From United Arab Emirates, Dubai
Employers normally have common stereotypes of people above 45 years of age , that they are not technically up to date, demand higher salaries , benefits, dnt have much energy to complete and last but not the least working under supervisors who are much younger to them.
It also depends on the position level he is looking for he could be considered if he is for a senior management profile but would get less opportunities for mid level positions.
From United Arab Emirates, Dubai
is there no connect of Human Relations in Human resource Management? Why not term it Manpower Resource Management then?
From United Arab Emirates, Dubai
From United Arab Emirates, Dubai
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 emphasise 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
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 emphasise 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
Found a very good link with lots of discussions being done as 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
https://www.citehr.com/372883-discri...based-age.html
From United Arab Emirates, Dubai
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