Mandatory Retirement Policies and Age Discrimination in Workforce Planning

Abstract

There are various impacts that mandatory retirement policies have on workforce planning, employee retention, organizational knowledge and age diversity. This paper will investigate the impact of mandatory retirement policy on age discrimination in organizational workforce planning. This research will look into how the age-specific requirement on mandatory retirement may affect issues such as continuity of employment, career advancement, succession planning, knowledge transfer and involvement of older workers in the workforce. Age-related stereotypes and organizational beliefs on capability, productivity, adaptability and technology among others will be used to investigate how age-related discrimination affects employment practices. Conceptual and qualitative approach will be used by carrying out review and thematic analysis of related literature on topics such as retirement policies, age discrimination, workforce planning, employment practices and organizational diversity. Importance of taking into account issues such as organizational rejuvenation, successions and others in balancing between organization needs and fairness, experience and opportunity of participation will be analyzed. Flexible retirement options, age-appropriate recruitment and retention, knowledge transfer mechanisms and other workforce planning criteria will be analyzed. Conceptual basis will be provided for developing policies on workforce that take into account organizational staffing needs while avoiding age-related discrimination.