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In todays culture and workforce diversity of age is one factor of life creating issues such as discrimination ethics lifestyle and values To better understand the impact of diversity of age it is necessary to define diversity Not everyone agrees on what the definition should be Wellner 2000 states the definition in Websters dictionary as the condition of being different or having differences Several Acts have been passed in the past forty years to protect specific groups of people from this exact deed discrimination of diversity The Civil Rights Act of 1964 prohibited employment discrimination based on race gender national origin and religion Age was covered with the Age Discrimination in Employment Act of 1967 yet people with disabilities werent allowed on the diversity wagon until the Americans with Disabilities Act was passed in 1990 Wellner 2000 p 2 In essence these Acts constitute and guarantee diversity in the workforce within themselves Diversity is not just race gender ethnicity religion age or disability It also has differences that fall into a separate category called secondary dimensions of diversity educational background geographic location income marital status military experience parental status and so on The fact is the majority of US companies are still caught up in worrying about discrimination on the basis of primary differences to bother with these secondary dimensions However by some measures the situation is growing worse A recent US Department of Justice study found that the number of civil rights cases filed in US district courts increased dramatically between 1990 when 9 percent of all cases filed were civil rights-related and 1998 when that proportion rose to 17 percent Most of that increase was fueled by employment cases which nearly tripled during the 90s So how can we acknowledge and value our differences so that all of us can be included in a way that helps us accomplish our organizations goals No company can do this without dealing with the realities of
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