Age discrimination is illegal. Employers should not consider a worker’s age when making employment decisions. Professionals who are at or over the age of 40 should not have to worry about employers considering their age when deciding who to hire, fire or promote.
Despite federal regulations prohibiting age discrimination, many older workers do report career setbacks. Numerous factors may contribute to the likelihood of age discrimination, including the integration of technological systems into a work environment. The use of cutting-edge technology in the workplace sometimes increases the likelihood of age discrimination.
Employers may demonstrate age bias and reinforce stereotypes
Discrimination often begins with stereotypes. The idea that older adults struggle to adapt to modern technology is a consistent and damaging stereotype. People of any age can learn to use new hardware or software if adequately motivated.
Supervisors and human resources professionals may assume that older workers may struggle to adjust to the use of new technological systems. They may subconsciously find reasons to limit older workers’ access to or training for new technology.
Those subconscious choices can then become self-fulfilling prophecies. When older workers don’t receive proper training or have an opportunity to learn new technological systems at their own speed, they may then struggle to adapt on the fly when they have to use those systems for an upcoming project. Employers may sometimes deny workers opportunities or may provide negative performance reviews based on presumptions or minor performance issues that training could help resolve.
Technology can screen out older workers
Another way that technology dovetails with age discrimination is through the use of electronic systems for early screening when filling open positions. Discrimination when recruiting and screening applicants using software is a common issue.
The parameters established in hiring software may unfairly eliminate older workers from the pool of candidates. The settings used to screen resumes may favor younger workers and prevent qualified older candidates from receiving the consideration that they deserve.
Technology can potentially contribute to age discrimination that prevents experienced workers from optimizing their professional development. Holding employers accountable for engaging in age discrimination can compensate those denied opportunities and potentially convince employers to change their practices.