Now that we're in the 21st century, and there have been scores of laws passed to deter discrimination on the basis of age and/or sex in the business world, alas, it just isn't so. With the currently low rate of unemployment, and high level of competition, a business needs to establish and regularly reviews a mandatory quota and hiring practices. Employers are adept at, and allowed to, skirt the age and/or sex issues, as well as cover themselves from charges of discrimination as they basically "pick and choose" whom they will hire. If you're not of the age or sex they choose...You lose.
The "Wicked Witch of Washington Square"
This is a true story about a middle-aged female manager of a well-known retail business who, because of many different unethical practices, earned the reputation and subsequent title, "Witch" from others who worked at the Washington Square mall located in a mid-western city.
One of her most blatant practices was that she made no secret of the fact that she would not hire any young males. Truth is, she would not hire any males of any age. So, she was discriminating on both the grounds of age and sex. One of her usual tactics to avoid hiring any young males, included simply throwing away their applications. If any of them ever followed up and approached her again about the status of their application, she told them she would call them when she was going to conduct interviews or flat out lie and tell them the position had already been filled. Not often, but even once should have been enough), she would even tell these applicants that she didn't hire young males. If any of these guys might remind her that it was against the law to discriminate, she literally laughed in their face because she counted on the fact that no one had ever taken any steps to call her on it.
We know about this particular employer because one of our staff members worked as the assistant manager for this woman and did what she could to try to deal effectively with this situation. When one of these applicants would approach her, she had the moxie to tell them the truth, give them the 800 number for the corporate office and encourage them to file a complaint against the manager. But, as is so often the case, people just don't want to get involved. Their reply had been that they were just looking for a job, not to spend their time taking some "old witch" to court.
While our friend could not file charges herself, because she had not been discriminated against personally, except perhaps in reverse, she applied her moxie again and decided the best she could do was inform upper management. They would be held at least partly responsible, for employing this woman, if charges were ever filed. When our friend met with the District Manager to express her concerns about the age and sex discrimination being practiced by her supervisor, she also presented him with a petition. This petition exposed and outlined other unethical practices and behaviors of the manager both within the workplace and even towards the customers.
The petition had been created and signed by all the employees, with the exception of one whom desired to replace our friend as the assistant manager, to show how serious the problems were in this store. Each one of the employees, except one, were ready, able and willing to state their own problems with the manager and that they had given out the company's 800 number to multiple customers who had complained about the bad treatment they'd received from the manager.
The District Manager allowed that he was aware of the frequency of these calls, but nothing happened. Well, that's not the entire truth. Apparently the District Manager did speak with the manager and relay the information he had received, because the next time our friend and this woman worked together, she showed our friend the write-up she had received. Much to our friends' surprise, the woman was not totally angry. She had not been pleased that her assistant manager had gone over her head, and what was all the more curious was that this woman expressed pity for our friend, saying she really didn't have a clue. Regardless of her intent, she had only wasted her time and energy.
As the manager explained her own position and experiences with this company, our friend began to get the big picture. This woman had been a manager with the company for more than five years and it wasn't the first time someone had complained about her. She had learned a long time ago that upper management didn't really care about what else she did, just as long as she kept working for them. She knew they weren't about to fire her because they knew they weren't going to be able to get, and probably didn't want, anyone of any real "caliber" as a manager, because they would have rejected the sorry conditions, demands and lack of pay of the position.
It was our friends' turn to feel pity for this woman, who had obviously accepted that this was the best she could do. But not so for our friend. While the manager continued to laugh at these young males and throw away their applications, she continued to do whatever she wanted, which included everything every employee had complained about. It became clear to our friend that the people who managed this company were not concerned about integrity or with ethical practices. And especially after the revealing conversation with the manager, it wasn't likely she would be able to alter the situation(s). Our friend decided she really couldn't/wouldn't work under such conditions, and after having done all she could to resolve the problems, summoned up her moxie once again and left this position.
This is just one story of what goes on out there in the traditional world of work. Aside from relating what can happen to those applying for work, the fact that our friend had been an assistant manager reveals that even after you've been in the workforce for some time, there is always "stuff" to deal with, regardless of your position. And it also illustrates instances when our friend had applied her moxie in an attempt to change the ways things were in this workplace and also what she finally had to do to resolve the problems for herself. There are times when you just have to accept that you really can't change some situations, so you'd do best to move on to better things!
Hopefully, you've learned from these examples. If you're entering this "arena" for the first time, be aware of such happenings so you can be prepared and also make decisions about how you think and feel about them and how you will deal with them.
Who Does What And When?
Most people enter the traditional workforce as soon as they're legally able, which in most places is around 15-16 years of age. Next there are those who begin seeking employment after they've spent time in a branch of the military or after they've completed their education in university/college, which is usually when they're in their early 20's. Then there are those who have gone from their schooling into marriage and creating a home for their family and for whatever reason(s), enter the workforce in their later years.
Regardless of any legal guidelines that have been established to promote more open and progressive attitudes and approaches towards the hiring process in the traditional work world, there are still some age factors that continue to affect employers when hiring. If you've been in the military or at university/college so that you're in your early 20's when you begin looking for work, this aspect probably won't be an issue for you. Even though it's still an element of age discrimination. Prospective employers are more likely to be understanding and supportive of your position because you've been doing your duty "for God and country" or receiving an education, which means they'll be more inclined to hire you. If you're a teenager or an older person, you may run into some problems.
Under and Over the Age Issue
Simply put, an employer doesn't want to have to "baby-sit" an employee. So they do all they can to avoid hiring people who are under a certain age, especially if they have no previous work history/experience in the business world. These employers believe that it's not worth their time, energy or finances to hire someone who is under a certain age because:
- They'll have to be totally trained; and
- They lack the personal and professional skills needed to deal effectively and responsibly with the general public.
These employers don't want to have to deal with any repercussions, such as irate customers, stemming from this lack of experience and skills. Add to these beliefs, the fact that repeated experience has taught these employers that when an applicant is under a certain age, they're usually living at home, with their basics of food and shelter, etc. already taken care of. They only want to work to have "spending money" to buy clothes, pay for dates or a car. They don't really care what they do or about learning how to perform the duties of the job. They believe they can get a job that pays minimum wage anywhere, they're more likely to just up and quit without notice and leave the employer in a fix.
On the Flip Side of the Coin
Some employers are not willing to hire people who are over a certain age either. These employers believe that it's not worth their time, energy or finances to hire someone who is over a certain age because:
- They'll have to be totally trained, which may take even longer than with someone younger; and
- If an individual is "up in years," it's quite possible they won't have the physical abilities, including good eyesight and/or hearing, stamina and/or patience to do the work or deal effectively with the general public.
These employers don't want to have to deal with any repercussions, such as irate customers, stemming from this lack of abilities. Add to these beliefs the fact that with the increase of years there's also the increase of illness and even of being more accident prone, older employees can't be counted on, which will leave the employer in a fix.
Perhaps now you can see to understand how and why some employers do have certain attitudes regarding age when it comes to hiring new employees. It's like any cruel joke - It's not "funny" unless there's some truth to it. Just because there is a cause for the resulting effects, these real experiences have had on the attitudes and approaches of some employers it still doesn't make it right!
We can't make a blanket statement that this applies to the majority of employers, but we can tell you that there is a relatively high percentage of them who do have these attitudes when hiring. All you can really do is just be aware of these attitudes and not take it personally if an employer approaches you with these attitudes. Whenever you make an application for a position, listen very closely to what a prospective employer says. Their comments about the company/business, about the position, even about themselves. So you can get an idea of where they're "at".
Consider how, with your own moxie, you can counter a prejudiced approach and attitude. Assure them that you're not like the others. You won't do what others have done. Be honest, but say whatever it takes to convince them you're worth a chance. Just get your foot in that door and then prove it! Don't allow an employer's attitudes stop you from pursuing a position you really want! Depending on your individual situation, time, finances and desires, you might even think about offering to work for one week without pay just for the opportunity to show them what you can do.
Many employers today are not able to allow you to do so because of insurance regulations, but you never know. They just might be so impressed with your moxie that they'll put aside their prejudices and hire you on the spot!
Thank you for taking the time to read this!
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