How discrimination has unfortunately evolved

I was invited to publish on Linkedin and determined that I would use this forum as a place to share my experiences while pursuing my MBA. I recently decided to continue my education at Excelsior College, an online institution, where I am the Social Media and Engagement Manager.

I, like many adult learners, have concerns about how to balance my studies with a hectic work and family life and also questioned what to expect from online learning. I understand the importance of making a choice like this and the research required to do so. This is why I felt rather than tell you about what it is like, I thought it would instead be best to show you. My hope is that by representing posts I have done in discussion forums we are asked to participate in during each class, may provide an inside view for those who are considering this option.

I recently completed my third class ‘BUS523: Ethics For Managers’ where we were asked to ‘locate an article that addresses issues associated with ethical selection of employees for positions within an organization’. As you will see, the one I chose not only has special meaning for me not only, because I am in my forties but also a regular Linkedin user.

Here is what I wrote:

It can be argued that the main categories of discrimination (age, race, national origin, religion and sex) and where it typically comes from (lack of education) have remained to a degree consistent. Unfortunately what has evolved are the mechanisms that sometimes trigger this discrimination.

Where this appears to be showing itself is in the area of age discrimination and use of emerging technology like social media. Shaw (2014) states “Job discrimination can take on different forms. It can be individual or institutional and it can be either intentional or unwitting. Individuals for instance, sometimes intentionally will discriminate out of personal prejudice or on the basis of stereotypes” (p.393).

This is important because the stereotypical, uneducated view of older candidates is that they are a risk because they are not adequately qualified for the position. While you would assume this was being driven by maybe a candidate showing up for an interview with gray hair, you would be wrong.

“A recent report indicated that social networking and professional sites such as LinkedIn could pose some discrimination issues. Specifically, an online profile could affect an employer's consideration of a well-qualified person if that candidate's older age is evident. Hiring an older employee could mean that retirement is around the corner and the employer might have to re-hire again. In addition, some employers discriminate against the older generation because they might not be perceived as equally well-equipped to handle the technology in today's work world” (Klassen, 2014).

Honestly, while not surprised I must admit I was saddened to discover this occurs and in a way take it personally. I’m in my 40’s and am pursuing my MBA to grow personally and professionally as I’m sure a lot of you are. Continuing education was always around but has gained momentum recently given the job market and economy overall.

Social media used to be just a platform for 18-24 year olds but has evolved into a medium that is leveraged by older demographics as well. People are using it not just to represent their personal lives but also to network professionally.

In my opinion, instead of being fearful they’ll be discriminated against, people should be encouraged to establish a profile and maintain it on Linkedin. They should feel good that they’re thinking progressively and using technology to their advantage and have chosend to go back to school and then re-enter the job market. We should continue to encourage those who do so, not discriminate against them because they’re now older….going back to school is tough enough.

The ultimate solution in my opinion is not more laws against discrimination but more laws enforcing mandatory educational programs at corporations. I found this quote from Richard Thompson Ford, a law professor at Stanford, which I think sums it up well “Instead of telling businesses what they can’t think about, the law should actively encourage diversity and better decision-making practices in general” (The New York Times, 2014).

Jeremy Miller

References

Ford, R. (2014, March 24). Perverse Effects of Protecting Certain Classes. The New York Times. Retrieved from

http://www.nytimes.com/roomfordebate/2014/03/24/if-gays-can-marry-and be-fired-for- doing-so/perverse-effects-of-antidiscrimination-law

Klassen, J. (2014, February 7). Dealing With Age Discrimination In The Hiring Process.

MinneapolisEmploymentLawBlog.Com. Retrieved from http://www.minneapolisemploymentlawblog.com/2014/02/dealing-with-age-discrimination-in- the-hiring-process.shtml

Shaw, W. H. (2014). Business Ethics (Eighth ed.). (B. Clark, Ed.) Boston, MA: Wadsworth

Cengage Learning

To view or add a comment, sign in

Explore topics