The Memorandum

 

             Week 5 Assignment: The Memo

Michael Watkins

AMU

HRMT413 Employment and Labor Relations

Instructor Strach

August 4th

Memo

To: Fly Eagles Fly, Inc.,
From: Michael Watkins, Human Resources Manager
Date: August 4th 2024
Subject: Addressing Age Discrimination at Fly Eagles Fly, Inc.,

Introduction

At Fly Eagles Fly, Inc., the inclusive and respectful workplace that we strive for all employees to be supported and valued. However, feedback and observations are a growing concern about age discrimination in our company. This affects employee morale and exposure to legal risk is an issue. Also, Fly Eagles Fly, Inc., reasons for the specific harm to our reputation. 

The specific issue of age discrimination has included older employees coming to the topic with various forms: ability to adapt to modern technologies, reluctance to assign challenges to older members of staff, and a preference to hire younger employees. That discriminatory rule undermines Fly Eagles Fly, Inc.'s commitment to diversity and inclusion. And violate federal laws, such as the Age Discrimination in Employment Act (ADEA) that prohibits discrimination against individuals aged 40 and older. 

I propose an address of the issue, and comprehensive training focused on promoting age diversity and preventing age discrimination within our workforce. 

Fly Eagles Fly, Inc., staff members included in the training session will engage to reinforce at all levels included: Executive leadership team, hiring managers, and low-level managers. The groups will play a role that is crucial in shaping the company culture, hiring and personnel decisions. 

Training Plan:

Introduction to Age Discrimination:

Define age discrimination and provide examples relevant to our workplace.

Review the legal framework, including the ADEA and other applicable laws.

Recognizing and Addressing Implicit Bias:

Discuss common stereotypes about older workers and how they can lead to discriminatory practices.

Introduce strategies to recognize and mitigate implicit bias in decision-making processes.

Promoting Age Diversity:

Highlight the benefits of age diversity, such as increased innovation, broader skill sets, and enhanced problem-solving capabilities.

Provide practical tips for creating an inclusive environment that values contributions from employees of all ages.

Implementing Best Practices in Hiring and Management:

Review fair hiring practices that prevent age discrimination.

Discuss the importance of assigning meaningful tasks and providing growth opportunities to employees of all ages.

Interactive Scenarios and Role-Playing:

Engage participants in role-playing exercises to practice responding to discriminatory behaviors.

Encourage group discussions on how to handle age-related issues in the workplace.

Anticipated Costs and Benefits:

Costs:

Time away from work: Approximately 2-3 hours per session for each group, totaling 12 hours company-wide.

External facilitator fees: $1,200 for a professional diversity and inclusion trainer.

Materials: $100 for training materials, including handouts and digital resources.

Benefits:

Enhanced employee morale and job satisfaction, leading to higher retention rates.

Reduced risk of legal action related to age discrimination.

Improved company reputation as an inclusive and diverse workplace.

Increased productivity and innovation by leveraging the strengths of a multi-generational workforce.

Expected outcomes of the training is more awareness of the leadership team, managers and a workforce that value and respect age diversity. The outcome of this training will better equip us to handle issues in the workplace. Over time, we’d anticipate discriminatory behavior and increase overall employee engagement and satisfaction. 

Fly Eagles Fly, Inc. is essential for maintaining a fair and inclusive workplace by addressing age discrimination through targeted training. The proposed training session with the Executive leadership team, Managers and low-level Managers is needed to foster the culture of respect with knowledge and tools benefiting our employees and company. 

References

Age Discrimination in Employment Act of 1967, 29 U.S.C. § 621 et seq.

Bendick, M., Jackson, C. W., & Romero, J. H. (2011). Employment discrimination against older workers: An experimental study of hiring practices. Journal of Aging & Social Policy, 23(1), 1-23. 

Posthuma, R. A., & Campion, M. A. (2009). Age stereotypes in the workplace: Common stereotypes, moderators, and future research directions. Journal of Management, 35(1), 158-188.