AGE DIVERSITY

The concept of diversity encircles the acceptance and respect

(Gladstone.uoregon.edu). It means that each individual is unique, and
recognizing our individual differences. It is a mixture of different group
identities within the same social system. These can be along the dimensions of
race, ethnicity, gender, sexual orientation, socio-economic status, age, physical
abilities, religious beliefs, political beliefs, or other ideologies
(Gladstone.uoregon.edu). Respect for diversity in the workplace is the
recognition and exercising of acceptance of the different qualities, skills,
qualifications, experiences and attitudes of people (FRFD).

Age refers to a period of human life, measured by years from birth, usually
marked by a certain stage or degree of mental or physical development. In other
words it is the time period of history that encompasses the changes in economic
and social organization.

Age diversity is the ability to accept all different types of ages within a business
environment. Companies have to adjust to an aging population in various ways
(2002).

Age Diversity Related to Hospitality and Tourism

Due to Industrialization, Globalization has enhanced the diversity experienced
in the hospitality and tourism industry because of its multicultural nature.
Hospitality and tourism present a unique opportunity to understand new
cultural experiences for both employees and the tourists. The changing
demographics of the American population have forced businesses to reevaluate
historical recruiting, hiring, and training practices. Mature adults are viable
option in staffing businesses. The aging of America in concert with a shrinking
birthrate has made seniors an attractive pool of potential job applicants (MW.
Giddie EdD& FH Jackson PhD).
Age Discrimination Act 2004
The age discrimination act helps to ensure that people are not treated less
favorably on the ground of age in various areas of public life including (2004):

 Employment
 Provision of goods and services
 Education
 Administration of Commonwealth laws and programs

The Act (2004) also provides for positive discrimination- that is, actions which
assist people of a particular age who experience a disadvantage of their age.

It also provides for exemptions in the following areas:

 Superannuation
 Migration, taxation and social security laws
 State laws and other commonwealth laws
 Some health programs

Benefits and Gains

Due to modernization, people with different age groups have been given
equal priorities in Hospitality and Tourism which can lead to more growth of
this industry. We can clearly see that older ages tend to see their customers
satisfied and as we all know that customer satisfaction is a crucial factor for
success. When others are enjoying their holidays it is the personal in Tourism
and Hospitality who give them service under constant pressure.

Traditionally, many hospitality industry employers have overlooked more

mature workers in favor of hiring younger employees, but this means missing
out on the valuable skills and experience that mature employees can bring to
an organization.
Appeal to a growing demographic:
A large amount of consumers and hospitality service staff are older, and
employing staff members who reflect this demographic can help in making the
organization more appealing to them and help to attract new business. Much of
the success of hospitality industry businesses depends on imagination and on the
customers being able to relate to the brand and the people who work for an
organization. Having employees from a diverse range of backgrounds and ages
helps the business to increase its appealing to an intense diverse range of
customers.

Benefit from experience and skills:

Older age employees bring a number of valuable skills and years of experience to
an organization. These skills can then be passed on to younger employees and
co-workers through training. There are various skills like customer service,
empathy and conflict resolution which is often strong in mature aged workers
as they are developed through years of experience while dealing with a wide
range of different situations and people. The business and customers can took
advantage from the expertise of employees with the experience of work and life,
and with a more mature outlook.

Consequences
Although, young and old have to work side by side it is not happening so in
most of the places. Older people are not equally treated everywhere. It shows
that only places where people are aware of equality are putting it into
practice. Mature age already makeup a significant proportion of the
hospitality industry’s workforce; any talent management strategy that does
not incorporate a focus on mature age human capital would be illogical
(Strachan, French, burgess, 2010).
Some of the costs and consequences that organizations of Tourism and
Hospitality faces due to age discrimination are as follows:

 Adapting only young age workers can narrows the creativity and
innovation of any business and organization.
 Due to less experience in customer service typically results in fewer
customers, which translates into lower sales and profits for the business.
 In every industry or organization reputation plays a vital role for its
growth which is totally depend on workers attitude which only a
experiences or mature age workers would know well.
 Young age tends to have high temper and more egos when they gain
power thus ruining the plans and strategies of the business.
 Poor relationship status between countries, continents and nations
globally.

Recommendation
There should be equal proportion of jobs available for all ages if wants to
explore the business. Mature age must be included in every aspect of business.
In most of the sectors this discussion has been taken lightly and often do not
let them on higher posts. At every successful business places there is equality
among all age groups.

In order reduce age discrimination in Hospitality and Tourism organizations,

there should be (Thompson, N. 2003):

 Age-neutrality ensured in recruitment and selection.

 A broad range of methods while developing and implementing a
recruitment strategy.
 Special initiative development to attract mature workers into the
organization.
 Collect and make use of statistics on the age of employees in the workforce
and the age of applicants who were shortlisted, rejected or appointed.
  Age-awareness training for all staff members as well as for managers.
 Offer specific Information Technology for older workers.
 Development and implementation on promotion policies which should be
age-neutral and should encourage the older workers to apply for
promotion.
 A great range of flexible work patterns to all workers and a great
flexibility in terms of retirement.
 Age-neutrality ensured where redundancies are concerned.
 A specific age mentioned in the organization’s equal opportunities or
managing diversity policy.
 Establishment and supportiveness for an age-diversity workgroup to
advice on age-related matters.
 Policies and practices implemented on developing an age-diverse
workforce.
 Awareness of age-discrimination legislation among all the managers in
the workplace.
 Measurement among the effects of the organization’s equal opportunities
or managing diversity policies (Human resource managers).

In culmination of above factualities and ramifications, in this contemporary era,

Age diversity is an imperative aspect in Hospitality and Tourism industry. It is
the ability to accept all different types of ages within a business environment.
Organizations have to adjust to an aging population in various ways. Because of
some factors older ages are less considered in top positions and are given
minimum wages (Jenkins, A. 2008). But due to modernization, employment
conditions and opportunities for older workers have undoubtedly improved over
the last twenty years (Wersley, R. 1996). However, there is still much to achieve,
especially in the hospitality industry which is particularly ageist (Clark, 2000).
Many businesses have realized the benefits of employing older workers. It is time
that Hospitality businesses followed suit.
References

Definition of Diversity, gladstone.uoregon.edu/asuomca/diversityinity/definition.html

Workplace Diversity in Hospitality and Tourism|chron.com,

smallbusiness.chron.com>Human Resources> Workplace Diversity

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Thompson. (2003), Promoting Equality: challenging discrimination and

oppression, second edition, Basingstoke: Palgrave MacMillan

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H.R.M.practices and their effects on the employment of “older”