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It all comes down to matching the needs of the organisation and the employee. An older person may have different career expectations vs a younger person and likewise an employeer may have different career routes for younger and older people simply considering long term planning. If expectations and needs match then it becomes a successful deal for both of the parties. If expectations are unrealistic, in either side, then it should't be a surprise when they don't cross. In this sense, yes no organisations should be biased with age, gender etc. but also parties should be realistic also ...