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The Fear Of Going Grey As Never Before

The pressure to look and be perceived as young has never been so immense but for the last decade. With more and more indigenous and multinational companies trying to recruit and promote the young staff on their payrolls the beauty and slimming down business is on the boom. It is not only the middle and top level executives who are in the bandwagon of becoming young and stylish, the executives at the junior level are also in the tone up line before it gets late and some else climbs the golden bus.

It is as if it has become a crime to cross 30. The age number has become akin to an axis around which their corporate careers rotate. For a fresher, trainee job seeker who could have not managed a job earlier for varied reasons but now sincerely looking for a new job at 30 is like preparing to be treated like an untouchable with a slap of being ‘not young’, ‘oldie’ and shown the exit door. A young job seeker is made to feel outdated in his working years of prime youth.

The pressure to be beautiful has infected upon the young in their teens as well. The attendance of the teen and the young in their early twenties in the beauty parlors, spas, health centers and gyms has never been so huge. A big chuck is spent on the endeavor to look young by the young, middle aged and the old alike as with men and women of all age brackets. The viscous circle has begun with the beauty pageants and their shrewd strategy to select more and more girls from the developing countries to stir the wave to the entire land. This has helped the biggies in these industries to broaden their market sales.

Till this it is fine. The problem crops up when it affects the working population. Several countries have come up with legislation regarding being positive on the age front. It considers age related discrimination against job seekers, employees and trainees as unlawful. Countries like Australia and Ireland already have this legislation pertaining to age discrimination at work place during recruitment and promotion. It calls for the recruitment of persons of all age group both young, old and those in between depending upon their education and training to reap the benefits of age-diverse workforce.

Some of the benefits of diverse work force from both ends of age spectrum are lower absenteeism, higher retention rates, greater flexibility, wider pool of skills and enhanced motivation besides other positives for which all corporations are currently spending huge buck. When recruitment and selection is a fine mix of employees of all age groups recruited on the basis of their talents and not age, productivity and well being of the organization is enhanced several fold. Infusion and awareness of right practices and policies in terms of age legislation will prevent the discrimination and heart burn among those who want to work genuinely. This may also mean need to shut off graduate recruitment schemes and have a more open attitude pertaining to employment based on education and talent skills rather than age.

Much of research has pointed towards putting people off just because of their age reference. To use of phrases like ‘young, dynamic and energetic’ need to be considered discriminatory. There is a dire need to extend the legislation to developing countries like India, China where age is given undue importance even if it is at the cost of talent.

Rosy Vohra works for purchase books India

You can contact her at rosy_vohra@rediffmail.com

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