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In many countries, it is now against the law to refuse to hire someone because of their age. This change has sparked a debate about whether it is a good or bad development. In my opinion, this is definitely a positive change, as it promotes equality and prevents discrimination in the workplace.
To begin with, making it illegal to discriminate based on age helps to create a fair and inclusive job market. By allowing people of all ages to have an equal chance at employment, it ensures that individuals are judged based on their skills and qualifications rather than their age. This can lead to a more diverse and talented workforce, benefiting both employers and society as a whole.
Furthermore, this change can also have positive effects on older workers. In the past, many older individuals have faced challenges in finding employment due to age discrimination. By implementing laws against age-based hiring discrimination, older workers can continue to contribute their skills and experience to the workforce, leading to a more productive and experienced labor force.
For example, in the United States, the Age Discrimination in Employment Act (ADEA) prohibits employment discrimination against individuals 40 years of age or older. This has helped to protect older workers from unfair treatment in the job market and has contributed to a more diverse and skilled workforce.
In conclusion, making it illegal to reject job applicants based on their age is a positive development. It promotes equality, creates a fair job market, and allows individuals of all ages to contribute to the workforce based on their skills and qualifications.
In some countries, it is now illegal to refuse to hire someone because of their age. This change has raised questions about whether it is a positive or negative development. In my view, while the intention behind this law is good, it may have negative consequences for both employers and employees.
Firstly, by making it illegal to consider age in hiring decisions, employers may feel restricted in their ability to build a team that meets their specific needs. For some roles, such as those requiring physical stamina or adaptability to new technologies, age can be a relevant factor. Banning age as a consideration may lead to mismatches between job requirements and the skills and capabilities of the workforce, ultimately affecting productivity and efficiency.
Moreover, this change could also impact younger job seekers. In competitive job markets, younger individuals may find it more challenging to secure employment if employers are hesitant to take age into account when making hiring decisions. This could lead to increased competition and reduced opportunities for younger workers, particularly in industries where experience and seniority are valued.
For instance, in Japan, where there is a strong emphasis on seniority and experience, the ban on age-based hiring decisions has led to concerns among employers about their ability to build cohesive and effective teams.
In conclusion, while the intention to prevent age discrimination in hiring is commendable, the blanket ban on considering age may have unintended negative consequences for both employers and employees. It is important to strike a balance that ensures fair treatment of individuals while also allowing employers to make decisions that best suit their organizational needs.
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