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To establish prima facie discrimination (discrimination on its face) under the Code, a claimant must show that: they have a characteristic protected from discrimination. they have experienced an adverse impact within a social area protected.

To establish an age discrimination claim, the employee must show that: they were older than 40; their suffered an adverse employment action; they were qualified for the job and met the defendant's legitimate expectations; and.

If you are concerned about ageism, employ these strategies to help make age a nonissue in your interviews: Lead with energy instead of experience. ... Adopt a consulting mindset. ... Demonstrate humility and a nonhierarchical approach. ... Connect with your interviewer. ... Show your ability to work well with diverse groups of people.

There is a presumption of discrimination whenever a facially neutral practice has an adverse impact on an applicant(s) or employee(s) age 40 or older, unless the practice is job-related and consistent with business necessity as defined in section 11010(b).

Age discrimination involves treating an applicant or employee less favorably because of his or her age. The Age Discrimination in Employment Act (ADEA) forbids age discrimination against people who are age 40 or older.

Diversity training that covers topics such as respect, implicit bias, and team building will go a long way toward creating a strong and inclusive workplace. Put Policies in Place and Enforce Them. ... Reward Based on Performance, Not Tenure. ... Start in the Hiring/Interview Process. ... Don't Approach Layoffs Based on Age or Pay.

There are several types of evidence that can be used to support a claim of age discrimination. One type of evidence is direct evidence, which is evidence that directly proves that age was a factor in the adverse employment action.