Age related discrimination in the context of corporate social responsibility and company performance. The case of the Czech Republic

Abstract

At least 30 % of European population will be formed by people of age 65 and above. At the moment it is more than 7 % in the Czech Republic. To sustain their quality of life it is necessary for them to stay in employment longer than in the past. These changes in the demographical structure bring about social tension between job applicants. Apart from that there have been many stereotypes about the lower performance of older employees. This leads to unwillingness to employ these employees, which in effect may lead to a loss of the crucial knowledge possessed by them. This is one of the most worrying dangers the companies face today. Although the current legislation of the Czech Republic does conform to the EU standards, occasional cases can be found of age-related discrimination.

At least 30 % of European population will be formed by people of age 65 and above. At the moment it is more than 7 % in the Czech Republic. To sustain their quality of life it is necessary for them to stay in employment longer than in the past. These changes in the demographical structure bring about social tension between job applicants. Apart from that there have been many stereotypes about the lower performance of older employees. This leads to unwillingness to employ these employees, which in effect may lead to a loss of the crucial knowledge possessed by them. This is one of the most worrying dangers the companies face today. Although the current legislation of the Czech Republic does conform to the EU standards, occasional cases can be found of age-related discrimination.