There is evidence to suggest that more people suffer from age discrimination than any other form of discrimination. This is a problem for the individuals concerned, businesses and the economy. Despite major growth of literature on age discrimination in employment in recent years, there remains a dearth of research into age discrimination in hotel workplaces. The aim of this article is to assess the role of Human Resource practices in perpetuating age discrimination in such workplaces. The study is empirical and focuses on the views of ten Human Resource managers of hotels in the UK and Ireland. This study uncovered little evidence to suggest that older workers are experiencing direct discrimination. However, evidence of indirect discrimination included the widespread use of internet recruitment, a focus on local colleges when recruiting, a focus on work flexibilty, a desire to recruit Eastern European workers and few special inititatives to attract older employees
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