Business owners should generally not be allowed to discriminate by age when hiring because such discrimination is illegal under laws like the Age Discrimination in Employment Act (ADEA) in the U.S., which protects individuals aged 40 and over from being unfairly treated based on their age. Age discrimination can harm individuals' career opportunities, financial stability, and mental and physical health, and it perpetuates biases that undermine fair workplace practices.
Legal Framework Against Age Discrimination
- The ADEA prohibits employers from making hiring, firing, promotion, or compensation decisions based solely or primarily on age for employees 40 years and older.
- Some states and localities have even broader protections against age discrimination.
- Age discrimination can lead to legal consequences for businesses and damages to their reputation.
Ethical and Practical Issues
- Age discrimination limits job opportunities and career advancement for older workers.
- It can lead to financial harm due to lost promotions, pay disparities, or job termination.
- Ageist assumptions, such as that older workers lack energy or technological skills, are often unfounded and unjust.
Age Discrimination Against Younger Workers
- While less commonly protected by specific law, age discrimination can also affect younger applicants.
- Biases against younger workers based on assumptions about maturity or experience can be unfair and harmful, though legal protections vary.
In summary, business owners should not be allowed to discriminate by age when hiring because it is illegal in many jurisdictions and harmful to both individuals and workplace culture. Hiring decisions should be based on qualifications, skills, and fit for the role rather than age.
