It is predicted that, within the next year or so, 1 in 5 applicants and/or employees will be 55 or older. Most, but not all, are baby boomers.
Join Jonathan Segal and Elisabeth Bassani as they discuss practical steps employers can take to mitigate conscious, implicit and systemic age biases in recruitment and selection as well as in performance management and reductions in force. The talent imperative is as important as mitigating risk; older employees are a crucial source of talent for employers who often struggle to find qualified talent.
While the program will begin with some misconceptions on age discrimination, it will focus on implicit, systemic and conscious age bias. Indeed, some individuals acknowledge their age bias if it were not an issue; it is.
With regarding to recruitment, particular attention will be paid to advertisements online, through social and professional networking sites. As recent lawsuits reveal, the algorithms behind these advertisements can systematically exclude the older workforce and expose employers to age discrimination claims.
With regard to reductions in force, particular attention will be paid to “subgroup” analysis. Looking at “under 40” and “40 or over” is not enough!
This webinar is the first in a series of webinars on the challenges employers face as five generations not only work together but also, to some degree, compete against each other.
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