IELTS TASK 2

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Many countries have enacted anti-discrimination laws to prevent the rejection of a job applicant based on their age. However, I believe that unlike other forms of differential treatment, employers have a justifiable right to consider age as a factor in the hiring process.

To begin with, anti-discrimination laws enacted to prevent unjustifiable treatment of job applicants due to race, gender, and other similar factors are entirely justifiable. After all, it is also within the best interest of businesses to employ the best candidate for the job, rather than allowing racist, sexist, or other discriminatory sentiments to guide their employment process. It is often argued that much like race and gender, an employee’s performance is not linked to their age and thus is justifiable for age-based anti-discrimination laws to have been enacted.

However, there is another consideration that comes with the age of an applicant. Those who are at the younger end of the spectrum may yet to have a clear career goal established, and hence less likely to be committed to their first few workplaces. On the other end of the spectrum, older employees may only have very few years left before retirement, and thus would also not be able to commit. Every time one of these employees quit, all the training by the business would go to waste. This is especially impactful to new businesses, which need to commit to growth and are hard-pressed to afford to take such risks. Therefore, employers are justifiable to consider the age of prospective employees, to best ensure their finances and development are not significantly negatively affected.

In conclusion, the enactment of laws to prevent employers from rejecting job applicants based on their age severely breaches the right of businesses to consider the best employee for the role, and thus have been a negative development.