DIVERSITY IN THE WORKPLACE: __________ AGE DISCRIMINATION ___________ RELIGIOUS DISCRIMINATION ___________ GENERATIONAL DIFFERENCES IN THE WORKPLACE.

Diversity in the Workplace: __________ Age Discrimination ___________ Religious Discrimination ___________ Generational Differences in the Workplace.



Diversity in the Workplace: __________ Age Discrimination ___________ Religious Discrimination ___________ Generational Differences in the Workplace (Cynthia, 2009).

Introduction

Conclusion

DIVERSITY IN THE WORKPLACE

Diversity in the Workplace

Diversity in the Workplace

Introduction

The multi=generational workplace is the ideal for many reasons. Workers along the age spectrum bring different skills and strengths to the table and can transfer their knowledge to each other. This affects the bottom line, as it increases worker productivity. But biases against younger and older employees run rampant: younger works are irresponsible and older ones can't learn new things, especially technically, according to stereotypes. Buying into these stereotypes lead employers to avoid age diversity and thus miss out on their benefits. They must remember however that truly creating a welcoming space for all generations in the workplace is much easier than responding to legal accusations of age discrimination (Cynthia, 2009).

Age Discrimination

The Act, which came into force in October 2010, extends the banning of age discrimination in the workplace by outlawing unjustifiable age discrimination against people aged 18 and over where goods are bought and services provided, for example, in shops, hospitals and when buying financial products. Beneficial age-based treatment such as in relation to free bus passes for over-60s will still continue along with discounts for pensioners.

The Act extends the duties of the public sector to cover age, making age discrimination unlawful in terms of the access to employment, and the provision of goods, facilities and services. It places a legal duty on public bodies to consider the needs of all ages when designing and delivering services ensuring that public bodies consider the needs of children, teenagers and younger and older adults. Different provisions are due to come into force at different times, for example, the public sector equality duty is expected to come into force in April 2011, and provisions related to age protection outside of the workplace are due to come into force in April 2012.

Under legislation, including the Carers and Disabled Children Act 2000, Carers (Equal Opportunities) Act 2005, The Employment Act 2002, carers aged 16 or over who provide a regular and substantial amount of care for someone aged 18 or over have the right to an assessment of their needs as a carer which must take into account the carer's outside interests - work, study or leisure. If a person has parental responsibility for a disabled child, their needs as a carer will be assessed as part of a family needs assessment in context of the carer's outside interests. The carer does not need to be the mother or father of the child. Working parents of children aged 16 or under or disabled children under 18 or those who care for an adult who is a relative or lives at the same address as the carer, have the right to request flexible working ...