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Essay on The effect of age on Productivity
Age bigotry can take place if you are treated unjustly simply for the reason that of how old you are. From time to time it’s unlawful, for instance, if you are not selected for a training course at work for the reason that you are close to ‘retiring age’, or if you’re told you can’t rent a flat because ‘young people always wreck them’. Occasionally, the unfairness is less obvious and is called indirect discrimination. This can happen when a rule or policy which seems to be fair at first glance, can end up discriminating against people of a certain age. An example of this would be a job ad which asks for ten years experience, when it’s not really necessary to do the work. This could result in excluding young people from applying for the job.
More than a few earlier studies conducted by the Bureau directly addressed the issue of age and job performance.' This research was part of a broad Department of Labor program of the 1950's and 1960's that examined problems faced by older workers. In each of the studies of comparative job performance by age, indexes of output per hour were constructed using data from employer records. These data were compiled for specific age groups. For men, the decline began after age 45, while for women, it started after age 35. There were more considerable declines in productivity among those age 65 and over in the footwear industry (even though this was not the case in the fumiture industry). For instance, in comparison to the average output per hour of men ages 25 to 34, that of men ages 55 to 64 in the footwear industry was 8 percent lower, and that for men age 65 and over was 19 percent lower.......
