What if these were your employees? Would you consider diversity training? --
A recent California Supreme Court decision involves an experienced engineer who went to work for a giant corporation (the kind of company that one would think comprehends and practices diversity).
This guy knew that going into a high-tech job would mean working in a youthful company, with fewer older workers. But he didn’t expect the bullying he received by younger workers, including his boss, who immediately started called him names like “fuddy-duddy” and “old man,” he alleged.
but
The engineer had worked successfully for years in major corporations, but was suddenly taunted with name-calling, with words like "slow," "fuzzy," "sluggish" and "lethargic."
Employees allegedly called him an "old guy" and stated that his ideas were "obsolete" and "too old to matter" and that his knowledge was “ancient.”
They allegedly joked that his office placard should be in the shape of an "LP" (i.e. a vinyl record) rather than the customary (then current music format) "CD." For several years this inappropriate behavior progressed, the engineer alleged, and after a time, when his job was taken away, he left this company, but then sued for age discrimination.
While the case had not been settled at the time I read about it, the court issued a unanimous decision that could make it more difficult for California employers to win summary judgment in certain discrimination cases involving potentially discriminatory comments.
In fact, California courts must now evaluate such “stray” remarks together with all other admissible evidence to determine whether there is sufficient evidence of discrimination for a case to proceed to a jury trial.
This decision reaffirms that employers must do more than simply maintain policies preventing discrimination and harassment. They must take steps, including training of supervisors and nonsupervisors alike, to ensure all employees are aware of such policies and the risk of liability posed by potentially discriminatory comments, in any context. In other words, they must learn to manage their company’s diversity.
This story leaves me wondering who raised these young employees to show such meanness and hostility toward an older, experienced co-worker? Did any professors ever discuss diversity at their schools? Or multiculturalism? Good manners? And what kind of managers and CEO led this company? Had they ever experienced any leadership education?
The failure to raise someone who tolerates people who are different, or who values the very skills and experiences others may have to offer, no matter how “different” they appear to be, has to land somewhere.
Someone failed these employees quite miserably, either their parents, teachers or employers. Perhaps all of the above tried and failed. I hope my new eBook, Cash In On Diversity, will help fill in gaps that are apparently missing for those who behave in this way and for others who tolerate or encourage this misbehavior, as well.
We are a diverse nation filled with people of many sizes, shapes, ages, religions and sexual preferences — people with missing limbs, stutters, mental challenges and so many other differences.
But too many of us still do not always recognize that all people are deserving of equal treatment. Or that even with “differences,” nearly all of us still have something to contribute, if allowed to participate. As the battles heat up at school and at work, and as the civil rights lawsuits keep piling up, isn’t it about time to change?
This eBook is an attempt to explain how our world is changing in the organizations where we work and spend much of our time each day — and will endeavor to describe where intolerance and hate come from, and why these attitudes and behaviors do not serve us well in the workplace. This book also shows many of the benefits we can achieve as individuals, and as organizations, when getting along with others, as we celebrate and appreciate our differences — as we embrace diversity.
People who care about getting along need to take a stand when intolerance is displayed. Leaders must help the people they manage with proper tools and guidance. This is the basic message presented, along with important explanations of themes, including cultural diversity, multiculturalism, cross-cultural communication and showing how all of us can become better human beings with this knowledge.
I hope that readers enjoy this information and put it to use, because we are living in a world that demands we change.
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Ageism can be defined as "any attitude, action, or institutional structure which subordinates a person or group because of age or any assignment of roles in society purely on the basis of age" (Traxler, 1980). As an "ism", ageism reflects a prejudice in society against older adults.
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~ ~ ~A wonderful comment follows this blog. I was not able to comment back, directly, but want to add this note --
Thank you so much for sharing your experience and excellent advice. I have a friend going through this now, and the supervisor's comments are a daily assault. Boy will she be surprised when she gets zapped with a lawsuit! Companies that don't learn how to treat older workers get sued -- and good employees simply leave. What a waste of resources, either way. Take care and thanks. Susan
Hi Susan, I experienced such treatment, and it has taken me awhile to really get over it..You just don't expect educated people to behave in such manner, but to have your supervisors and there supervisors shrug their shoulders at you instead of putting an end to it is absolutely insidious ..From what I read about the disgusting facts he had met the qualifications of a age discrimination case..the courts can try to make it harder to prove your case, but it is the evidence presented that prevails..I advise people who feel or know ( take the time ) to write down each instance of abuse , it is important also, to report the abuse to your supervisor..if your supervisor does nothing go report it to another supervisor do it in written format all the time so they can't lie that you never mentioned it documentation is important; don't be afraid to write that you feel you are being discriminated* against, if you dont call it such they will say you did not tell them about it, you have employee rights and the law protects you from such malignant attacks so fight back..I sued and had a victory, just think if I shrugged my shoulders and let them get away with it, it would have been nice to resolve it there I liked my job it was the people who were jerks.
ReplyDeleteThank you so much for sharing your comments, experience and great advice. Ageist attacks are on the increase, as well as bullying. You did a great job of defending yourself. Good luck in the future. It will get better.
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