HR Dive: no room for age bias in telework.

June 4, 2020 Floss Aggrey

Despite continued efforts in removing age discrimination in the workplace, research has shown that there is still a need for improvement in this area, particularly in technology fields.

And, with the sudden shift to remote working amid the COVID-19 pandemic, many may wrongly assume mature workers are at a disadvantage based on the stereotype that younger employees are more comfortable using technology at work.

Older workers, however, possess soft skills such as problem solving and communications skills that are critical to success in telework. Employers should be proactive in upskilling all employees as needed and addressing stereotypes in the workplace. They should offer “allyship based on protected categories including age, ability or ethnicity and gender diversity,” suggested Floss Aggrey, vice president of diversity and inclusion at Randstad Sourceright.

Read the full article in HR Dive to get more tips on tackling age bias in the workplace. You can also visit Randstad Sourceright’s Diversity and Inclusion Insights Stream for more insights on advancing diversity and inclusion in your own organization.

About the Author

Floss Aggrey

Floss Aggrey is chief diversity and inclusion officer for Randstad North America. Aggrey is a thought leader who has effectively managed HR, compliance and diversity functions for more than 10 years in a multitude of specialized areas, including finance, insurance and banking. She is passionate about expanding the compliance and diversity knowledge of our internal teams, as well as across the industry to help organizations exceed their compliance, diversity and business objectives.

Follow on Linkedin More Content by Floss Aggrey
Previous Article
integrated MSP case study: 600 contingent workers enabled to work from home during COVID-19.
integrated MSP case study: 600 contingent workers enabled to work from home during COVID-19.

Find out how these financial services businesses quickly migrated hundreds of contingent talent to work fro...

Next Article
MSP case study: essential business engages 300 contractors to ensure workplace safety.
MSP case study: essential business engages 300 contractors to ensure workplace safety.

How did this essential business get the contingent talent it needed to help ensure workplace safety during ...