In a recent article in the Wall Street Journal, age discrimination seems to be advocated as a generally accepted business practice by a professor at the Kellogg School. Frankly, I’m appalled by the statement itself and all of its dark and legal implications.
“It makes sense, with revenues getting tighter and profits getting smaller, that companies are looking to cut costs. One way to do that is to get rid of senior higher-salaried employees and promote younger workers, usually at lower salaries, says Adam Galinsky, a professor at the Kellogg School of Management at Northwestern University.”
Tell me that this is not what they are teaching in business school these days. It is flawed thinking from so many angles. Not to mention that it totally devalues the knowledge, experience and judgment that older workers have accumulated over the course of their careers and employ every day in their jobs. According to many experts, building and nurturing a multi-generational workforce is essential to the success of just about any business today.
Had this article been framed simply as helpful tips for the young or first-time manager, some of the advice I would probably dispense myself. I have been mentored and I have been a mentor. It can be a very productive learning experience. But here’s the thing. A good mentor has years of experience and a wide range of knowledge and judgment to share. So, I ask, why would a leading company, or any company looking to survive these days, cast its seasoned talent indiscriminately to the wind?
To read the full article go to http://bit.ly/DmijY