Every business hopes that they can instill a positive culture. One where employees feel valued and appreciated. However, certain aspects of business naturally bring about the opposite of those feelings. From not getting a job to facing termination, or even dealing with unfair treatment in the workplace, the job market can be rife with rejection and disappointment. But sometimes, specific groups of employees/job candidates find themselves routinely facing that disappointment. And that routine can lead them to complain, and those complaints can form into discrimination lawsuits. One such group is employees/job candidates of a certain age.

There’s no magic wand to wave to prevent an age discrimination lawsuit in totality. Running a business comes with risk, and the more employees there are the bigger that gets. Still, there are steps business owners can take to prevent it.

Knowing more about the law

True, this isn’t so much a prevention method, but it can be valuable to know more about the law surrounding age discrimination lawsuits, notably what gets them kickstarted in the first place. While age discrimination as a concept might be common knowledge, legal action tends to involve more caveats and specifics. Basic information only helps so much.

Training for management

Age discrimination accusations can stem from all sorts of leadership. From the “bad apples” who overtly express their contempt for older employees to those who legitimately had no idea that they were doing anything wrong. Regardless, management can be trained to further understand age discrimination (in addition to other kinds).

Additionally, if and when an age discrimination lawsuit does come into play, having management that is untrained in such matters could be used in the employee’s case.

For many employers, knowing that someone in their company faced age discrimination is troubling to hear. While one can likely never foolproof their company to prevent such instances, the groundwork can be laid to foster a more educated community. That way, if employees do come forward, they’ll be able to openly communicate with someone who is well-versed in the subject.