Every Organization tends to have a diverse workforce. Diversity will consist of the differences amid individuals based on age, race gender ethnicity, social class disability and various other aspects in which the diverse workforce can be segregated(Barak, 2016).The main focus is given to the stereotypes and prejudices faced by employees because of age diversity or age discrimination. These issues of age diversity (stereotypes and prejudice) will be explained on the basis of the social identity theory. This essay will also discuss the approaches that managers could apply to build an inclusive workplace environment.
Firstly the key terms Social Identity Theory, Stereotypes, Prejudice and inclusive workplace could be explained. Social identity …show more content…
Bayl- Smith and Griffin (2014) discuss that older workers dislike having a rational identity of a late-career worker on the basis of social identity theory and conservation of resources theory. Employees are likely to have higher levels of work or task engagement when they are a part of a social group that is socially acceptable. Some of the employees dislike having the rational identity of late-career workers are more likely to face prejudice because of negative stereotypes. They are affected by discrimination or prejudice at their place of work, eventually, they retire from their work as they cannot handle the pressure(reducing work engagement). Based the research the authors further argued two factors intended retirement age and the level of task engagement of an old aged employee. The retirement age can be intended in two ways namely push and pull factors. In the push factor situation, the employee is forced to retire or leave the job based on workplace pressure, negative age-based stereotypes which lead to perceived judgments against the individual. On the other hand, the pull factors where the employee takes his own decision to retire due to family or health reasons. Countries like Australia don’t have any specific age of retirement. It is against law in Australia to impose compulsory age
Firstly the key terms Social Identity Theory, Stereotypes, Prejudice and inclusive workplace could be explained. Social identity …show more content…
Bayl- Smith and Griffin (2014) discuss that older workers dislike having a rational identity of a late-career worker on the basis of social identity theory and conservation of resources theory. Employees are likely to have higher levels of work or task engagement when they are a part of a social group that is socially acceptable. Some of the employees dislike having the rational identity of late-career workers are more likely to face prejudice because of negative stereotypes. They are affected by discrimination or prejudice at their place of work, eventually, they retire from their work as they cannot handle the pressure(reducing work engagement). Based the research the authors further argued two factors intended retirement age and the level of task engagement of an old aged employee. The retirement age can be intended in two ways namely push and pull factors. In the push factor situation, the employee is forced to retire or leave the job based on workplace pressure, negative age-based stereotypes which lead to perceived judgments against the individual. On the other hand, the pull factors where the employee takes his own decision to retire due to family or health reasons. Countries like Australia don’t have any specific age of retirement. It is against law in Australia to impose compulsory age