Managing Diversity and Equal Opportunities

King 's Fund , an independent healthcare watchdog revealed deplorable facts . The report shows that managers in NHS and social care organisations are still struggling to prevent age discrimination . The report concludes that the government 's objective of eradicating ageist practices from the NHS will not be achieved unless local managers are given more help to implement the policy . The findings of the report reflect that while the majority supports attempts to combat age discrimination , they do not have the adequate tools in handling this social menace (Westhead 2002

The advent of

20th century however witnessed a giant transformation in this regard . Age discrimination has become more than a minor inconvenience and is being taken very seriously . The issue attained such a significance that laws have been forced into existence as a means by which to address the problem . In UK , the Employment Equality (Age Regulations 2006 , now make it illegal for employers to discriminate against employees , trainees or job seekers because of their age and ensure that all workers , regardless of age , have the same rights in terms of training and promotion . The regulations cover direct discrimination , indirect discrimination , harassment and victimisation and include all workers and those taking part in or applying for employment-related training including further and higher education courses

Another form of discrimination or prejudice related to age is exclusion . The impact of age discrimination on both the aspirations of individuals and the environment within which they operate can lead to exclusion . The cultural attitudes of individuals and organisations towards ageing also play an important role in discrimination (Hofstede 1980 , pp . 29-30 . These attitudes need to be changed to get to the root of exclusion and inequality . The change should aim not just to address the consequences of exclusion and ageism , but must create a culture where...