Many modern jobs require the mastery of technology. People must use their employers’ proprietary software and understand how to appropriately use various devices. Technology can reduce the amount of time required to complete work projects and can make a workforce more efficient.
However, as companies prioritize technology, people in management and human resources might engage in age discrimination. Ultimately, older adults may be at risk of losing their jobs, missing out on advancement opportunities and dealing with hostile work environments after the integration of complex technology into their workflow.
Older adults can master technology
Stereotypes about people in their 40s or beyond paint them as technologically illiterate. However, people in their 40s may have adopted the use of computers and the internet in their teens or even younger. Many of them can easily learn new software and master the operation of complex devices with appropriate training.
Employers should give all workers the same training and opportunities, regardless of their age. Companies that assume that older workers cannot effectively use technology may end up discriminating against experienced professionals.
In some cases, coworkers or supervisors might mistreat professionals based on their perceived technological inferiority. Other times, older adults may find themselves pushed out of their positions, denied promotions or struggling to receive equal treatment because of how others perceive them. Age discrimination can lead to a loss of income and also mental health consequences for targeted professionals.
Those experiencing age discrimination in the workplace may have grounds to take legal action. Filing a lawsuit based on age discrimination can potentially compensate workers denied opportunities and force employers to change their company practices to comply with discrimination laws.